员工敬业度的前因后果[文献翻译].doc

1、本科毕业论文（设计）外文翻译外文题目ANTECEDENTSANDCONSEQUENCESOFEMPLOYEEENGAGEMENT外文出处JOURNALOFMANAGERIALPSYCHOLOGY20067P600619外文作者ALANMSAKS原文ANTECEDENTSANDCONSEQUENCESOFEMPLOYEEENGAGEMENTALANMSAKSINRECENTYEARS,THEREHASBEENAGREATDEALOFINTERESTINEMPLOYEEENGAGEMENTMANYHAVECLAIMEDTHATEMPLOYEEENGAGEMENTPREDICTSEMPLOYEEOU

2、TCOMES,ORGANIZATIONALSUCCESS,ANDFINANCIALPERFORMANCEEGTOTALSHAREHOLDERRETURNBATES,2004BAUMRUK,2004HARTERETAL,2002RICHMAN,2006ATTHESAMETIME,ITHASBEENREPORTEDTHATEMPLOYEEENGAGEMENTISONTHEDECLINEANDTHEREISADEEPENINGDISENGAGEMENTAMONGEMPLOYEESTODAYBATES,2004RICHMAN,2006ITHASEVENBEENREPORTEDTHATTHEMAJORI

3、TYOFWORKERSTODAY,ROUGHLYHALFOFALLAMERICANSINTHEWORKFORCE,ARENOTFULLYENGAGEDORTHEYAREDISENGAGEDLEADINGTOWHATHASBEENREFERREDTOASAN“ENGAGEMENTGAP”THATISCOSTINGUSBUSINESSES300BILLIONAYEARINLOSTPRODUCTIVITYBATES,2004JOHNSON,2004KOWALSKI,2003UNFORTUNATELY,MUCHOFWHATHASBEENWRITTENABOUTEMPLOYEEENGAGEMENTCOM

4、ESFROMTHEPRACTITIONERLITERATUREANDCONSULTINGFIRMSTHEREISASURPRISINGDEARTHOFRESEARCHONEMPLOYEEENGAGEMENTINTHEACADEMICLITERATUREROBINSONETAL,2004THEPURPOSEOFTHISSTUDYWASTOINVESTIGATETHEANTECEDENTSANDCONSEQUENCESOFTWOTYPESOFEMPLOYEEENGAGEMENTJOBANDORGANIZATIONENGAGEMENTSPREVIOUSRESEARCHHASFOCUSEDPRIMAR

5、ILYONENGAGEMENTINONESJOBHOWEVER,THEREISEVIDENCETHATONESDEGREEOFENGAGEMENTDEPENDSONTHEROLEINQUESTIONROTHBARD,2001THUS,ITISPOSSIBLETHATTHEANTECEDENTSANDCONSEQUENCESOFENGAGEMENTDEPENDONTHETYPEOFENGAGEMENTINTHENEXTSECTION,EMPLOYEEENGAGEMENTISDEFINEDFOLLOWEDBYADISCUSSIONOFEMPLOYEEENGAGEMENTMODELSANDTHEOR

6、YANDTHESTUDYHYPOTHESESWHATISEMPLOYEEENGAGEMENTEMPLOYEEENGAGEMENTHASBECOMEAWIDELYUSEDANDPOPULARTERMROBINSONETAL,2004HOWEVER,MOSTOFWHATHASBEENWRITTENABOUTEMPLOYEEENGAGEMENTCANBEFOUNDINPRACTITIONERJOURNALSWHEREITHASITSBASISINPRACTICERATHERTHANTHEORYANDEMPIRICALRESEARCHASNOTEDBYROBINSONETAL2004,THEREHAS

7、BEENSURPRISINGLYLITTLEACADEMICANDEMPIRICALRESEARCHONATOPICTHATHASBECOMESOPOPULARASARESULT,EMPLOYEEENGAGEMENTHASTHEAPPEARANCEOFBEINGSOMEWHATFADDISHORWHATSOMEMIGHTCALL,“OLDWINEINANEWBOTTLE”TOMAKEMATTERSWORSE,EMPLOYEEENGAGEMENTHASBEENDEFINEDINMANYDIFFERENTWAYSANDTHEDEFINITIONSANDMEASURESOFTENSOUNDLIKEO

8、THERBETTERKNOWNANDESTABLISHEDCONSTRUCTSLIKEORGANIZATIONALCOMMITMENTANDORGANIZATIONALCITIZENSHIPBEHAVIORROBINSONETAL,2004MOSTOFTENITHASBEENDEFINEDASEMOTIONALANDINTELLECTUALCOMMITMENTTOTHEORGANIZATIONBAUMRUK,2004RICHMAN,2006SHAW,2005ORTHEAMOUNTOFDISCRETIONARYEFFORTEXHIBITEDBYEMPLOYEESINTHEIRJOBSFRANKE

9、TAL,2004INTHEACADEMICLITERATURE,ANUMBEROFDEFINITIONSHAVEBEENPROVIDEDKAHN1990,P694DEFINESPERSONALENGAGEMENTAS“THEHARNESSINGOFORGANIZATIONMEMBERSSELVESTOTHEIRWORKROLESINENGAGEMENT,PEOPLEEMPLOYANDEXPRESSTHEMSELVESPHYSICALLY,COGNITIVELY,ANDEMOTIONALLYDURINGROLEPERFORMANCES”PERSONALDISENGAGEMENTREFERSTO“

10、THEUNCOUPLINGOFSELVESFROMWORKROLESINDISENGAGEMENT,PEOPLEWITHDRAWANDDEFENDTHEMSELVESPHYSICALLY,COGNITIVELY,OREMOTIONALLYDURINGROLEPERFORMANCES”P694THUS,ACCORDINGTOKAHN1990,1992,ENGAGEMENTMEANSTOBEPSYCHOLOGICALLYPRESENTWHENOCCUPYINGANDPERFORMINGANORGANIZATIONALROLEROTHBARD2001,P656ALSODEFINESENGAGEMEN

11、TASPSYCHOLOGICALPRESENCEBUTGOESFURTHERTOSTATETHATITINVOLVESTWOCRITICALCOMPONENTSATTENTIONANDABSORPTIONATTENTIONREFERSTO“COGNITIVEAVAILABILITYANDTHEAMOUNTOFTIMEONESPENDSTHINKINGABOUTAROLE”WHILEABSORPTION“MEANSBEINGENGROSSEDINAROLEANDREFERSTOTHEINTENSITYOFONESFOCUSONAROLE”BURNOUTRESEARCHERSDEFINEENGAG

12、EMENTASTHEOPPOSITEORPOSITIVEANTITHESISOFBURNOUTMASLACHETAL,2001ACCORDINGTOMASLACHETAL2001,ENGAGEMENTISCHARACTERIZEDBYENERGY,INVOLVEMENT,ANDEFFICACY,THEDIRECTOPPOSITEOFTHETHREEBURNOUTDIMENSIONSOFEXHAUSTION,CYNICISM,ANDINEFFICACYRESEARCHONBURNOUTANDENGAGEMENTHASFOUNDTHATTHECOREDIMENSIONSOFBURNOUTEXHAU

13、STIONANDCYNICISMANDENGAGEMENTVIGORANDDEDICATIONAREOPPOSITESOFEACHOTHERGONZALEZROMAETAL,2006SCHAUFELIETAL2002,P74DEFINEENGAGEMENT“ASAPOSITIVE,FULFILLING,WORKRELATEDSTATEOFMINDTHATISCHARACTERIZEDBYVIGOR,DEDICATION,ANDABSORPTION”THEYFURTHERSTATETHATENGAGEMENTISNOTAMOMENTARYANDSPECIFICSTATE,BUTRATHER,IT

14、IS“AMOREPERSISTENTANDPERVASIVEAFFECTIVECOGNITIVESTATETHATISNOTFOCUSEDONANYPARTICULAROBJECT,EVENT,INDIVIDUAL,ORBEHAVIOR”P74INTHEACADEMICLITERATURE,ENGAGEMENTISSAIDTOBERELATEDTOBUTDISTINCTFROMOTHERCONSTRUCTSINORGANIZATIONALBEHAVIORFOREXAMPLE,ROBINSONETAL2004,P8STATETHATENGAGEMENTCONTAINSMANYOFTHEELEME

15、NTSOFBOTHCOMMITMENTANDOCB,BUTISBYNOMEANSAPERFECTMATCHWITHEITHERINADDITION,NEITHERCOMMITMENTNOROCBREFLECTSUFFICIENTLYTWOASPECTSOFENGAGEMENTITSTWOWAYNATURE,ANDTHEEXTENTTOWHICHENGAGEDEMPLOYEESAREEXPECTEDTOHAVEANELEMENTOFBUSINESSAWARENESSORGANIZATIONALCOMMITMENTALSODIFFERSFROMENGAGEMENTINTHATITREFERSTOA

16、PERSONSATTITUDEANDATTACHMENTTOWARDSTHEIRORGANIZATIONENGAGEMENTISNOTANATTITUDEITISTHEDEGREETOWHICHANINDIVIDUALISATTENTIVEANDABSORBEDINTHEPERFORMANCEOFTHEIRROLESANDWHILEOCBINVOLVESVOLUNTARYANDINFORMALBEHAVIORSTHATCANHELPCOWORKERSANDTHEORGANIZATION,THEFOCUSOFENGAGEMENTISONESFORMALROLEPERFORMANCERATHERT

17、HANEXTRAROLEANDVOLUNTARYBEHAVIORENGAGEMENTALSODIFFERSFROMJOBINVOLVEMENTACCORDINGTOMAYETAL2004,JOBINVOLVEMENTISTHERESULTOFACOGNITIVEJUDGMENTABOUTTHENEEDSATISFYINGABILITIESOFTHEJOBANDISTIEDTOONESSELFIMAGEENGAGEMENTHASTODOWITHHOWINDIVIDUALSEMPLOYTHEMSELVESINTHEPERFORMANCEOFTHEIRJOBFURTHERMORE,ENGAGEMEN

18、TINVOLVESTHEACTIVEUSEOFEMOTIONSANDBEHAVIORSINADDITIONTOCOGNITIONSMAYETAL2004,P12ALSOSUGGESTTHAT“ENGAGEMENTMAYBETHOUGHTOFASANANTECEDENTTOJOBINVOLVEMENTINTHATINDIVIDUALSWHOEXPERIENCEDEEPENGAGEMENTINTHEIRROLESSHOULDCOMETOIDENTIFYWITHTHEIRJOBS”INSUMMARY,ALTHOUGHTHEDEFINITIONANDMEANINGOFENGAGEMENTINTHEPR

19、ACTITIONERLITERATUREOFTENOVERLAPSWITHOTHERCONSTRUCTS,INTHEACADEMICLITERATUREITHASBEENDEFINEDASADISTINCTANDUNIQUECONSTRUCTTHATCONSISTSOFCOGNITIVE,EMOTIONAL,ANDBEHAVIORALCOMPONENTSTHATAREASSOCIATEDWITHINDIVIDUALROLEPERFORMANCEFURTHERMORE,ENGAGEMENTISDISTINGUISHABLEFROMSEVERALRELATEDCONSTRUCTS,MOSTNOTA

20、BLYORGANIZATIONALCOMMITMENT,ORGANIZATIONALCITIZENSHIPBEHAVIOR,ANDJOBINVOLVEMENTEMPLOYEEENGAGEMENTMODELSANDTHEORYGIVENTHELIMITEDRESEARCHONEMPLOYEEENGAGEMENT,THEREHASBEENLITTLEINTHEWAYOFMODELORTHEORYDEVELOPMENTHOWEVER,THEREARETWOSTREAMSOFRESEARCHTHATPROVIDEMODELSOFEMPLOYEEENGAGEMENTINHISQUALITATIVESTU

21、DYONTHEPSYCHOLOGICALCONDITIONSOFPERSONALENGAGEMENTANDDISENGAGEMENTATWORK,KAHN1990INTERVIEWEDSUMMERCAMPCOUNSELORSANDORGANIZATIONALMEMBERSOFANARCHITECTUREFIRMABOUTTHEIRMOMENTSOFENGAGEMENTANDDISENGAGEMENTATWORKKAHN1990FOUNDTHATTHEREWERETHREEPSYCHOLOGICALCONDITIONSASSOCIATEDWITHENGAGEMENTORDISENGAGEMENT

22、ATWORKMEANINGFULNESS,SAFETY,ANDAVAILABILITYINOTHERWORDS,WORKERSWEREMOREENGAGEDATWORKINSITUATIONSTHATOFFEREDTHEMMOREPSYCHOLOGICALMEANINGFULNESSANDPSYCHOLOGICALSAFETY,ANDWHENTHEYWEREMOREPSYCHOLOGICALLYAVAILABLEINTHEONLYSTUDYTOEMPIRICALLYTESTKAHNS1990MODEL,MAYETAL2004FOUNDTHATMEANINGFULNESS,SAFETY,ANDA

23、VAILABILITYWERESIGNIFICANTLYRELATEDTOENGAGEMENTTHEYALSOFOUNDTHATJOBENRICHMENTANDROLEFITWEREPOSITIVEPREDICTORSOFMEANINGFULNESSREWARDINGCOWORKERANDSUPPORTIVESUPERVISORRELATIONSWEREPOSITIVEPREDICTORSOFSAFETYWHILEADHERENCETOCOWORKERNORMSANDSELFCONSCIOUSNESSWERENEGATIVEPREDICTORSANDRESOURCESAVAILABLEWASA

24、POSITIVEPREDICTOROFPSYCHOLOGICALAVAILABILITYWHILEPARTICIPATIONINOUTSIDEACTIVITIESWASANEGATIVEPREDICTORTHEOTHERMODELOFENGAGEMENTCOMESFROMTHEBURNOUTLITERATUREWHICHDESCRIBESJOBENGAGEMENTASTHEPOSITIVEANTITHESISOFBURNOUTNOTINGTHATBURNOUTINVOLVESTHEEROSIONOFENGAGEMENTWITHONESJOBMASLACHETAL,2001ACCORDINGTO

25、MASLACHETAL2001,SIXAREASOFWORKLIFELEADTOBURNOUTANDENGAGEMENTWORKLOAD,CONTROL,REWARDSANDRECOGNITION,COMMUNITYANDSOCIALSUPPORT,PERCEIVEDFAIRNESS,ANDVALUESTHEYARGUETHATJOBENGAGEMENTISASSOCIATEDWITHASUSTAINABLEWORKLOAD,FEELINGSOFCHOICEANDCONTROL,APPROPRIATERECOGNITIONANDREWARD,ASUPPORTIVEWORKCOMMUNITY,F

26、AIRNESSANDJUSTICE,ANDMEANINGFULANDVALUEDWORKLIKEBURNOUT,ENGAGEMENTISEXPECTEDTOMEDIATETHELINKBETWEENTHESESIXWORKLIFEFACTORSANDVARIOUSWORKOUTCOMESALTHOUGHBOTHKAHNS1990ANDMASLACHETALS2001MODELSINDICATETHEPSYCHOLOGICALCONDITIONSORANTECEDENTSTHATARENECESSARYFORENGAGEMENT,THEYDONOTFULLYEXPLAINWHYINDIVIDUA

27、LSWILLRESPONDTOTHESECONDITIONSWITHVARYINGDEGREESOFENGAGEMENTASTRONGERTHEORETICALRATIONALEFOREXPLAININGEMPLOYEEENGAGEMENTCANBEFOUNDINSOCIALEXCHANGETHEORYSETSETARGUESTHATOBLIGATIONSAREGENERATEDTHROUGHASERIESOFINTERACTIONSBETWEENPARTIESWHOAREINASTATEOFRECIPROCALINTERDEPENDENCEABASICTENETOFSETISTHATRELA

28、TIONSHIPSEVOLVEOVERTIMEINTOTRUSTING,LOYAL,ANDMUTUALCOMMITMENTSASLONGASTHEPARTIESABIDEBYCERTAIN“RULES”OFEXCHANGECROPANZANOANDMICTCHELL,2005RULESOFEXCHANGEUSUALLYINVOLVERECIPROCITYORREPAYMENTRULESSUCHTHATTHEACTIONSOFONEPARTYLEADTOARESPONSEORACTIONSBYTHEOTHERPARTYFOREXAMPLE,WHENINDIVIDUALSRECEIVEECONOM

29、ICANDSOCIOEMOTIONALRESOURCESFROMTHEIRORGANIZATION,THEYFEELOBLIGEDTORESPONDINKINDANDREPAYTHEORGANIZATIONCROPANZANOANDMITCHELL,2005THISISCONSISTENTWITHROBINSONETALS2004DESCRIPTIONOFENGAGEMENTASATWOWAYRELATIONSHIPBETWEENTHEEMPLOYERANDEMPLOYEEONEWAYFORINDIVIDUALSTOREPAYTHEIRORGANIZATIONISTHROUGHTHEIRLEV

30、ELOFENGAGEMENTTHATIS,EMPLOYEESWILLCHOOSETOENGAGETHEMSELVESTOVARYINGDEGREESANDINRESPONSETOTHERESOURCESTHEYRECEIVEFROMTHEIRORGANIZATIONBRINGINGONESELFMOREFULLYINTOONESWORKROLESANDDEVOTINGGREATERAMOUNTSOFCOGNITIVE,EMOTIONAL,ANDPHYSICALRESOURCESISAVERYPROFOUNDWAYFORINDIVIDUALSTORESPONDTOANORGANIZATIONSA

31、CTIONSITISMOREDIFFICULTFOREMPLOYEESTOVARYTHEIRLEVELSOFJOBPERFORMANCEGIVENTHATPERFORMANCEISOFTENEVALUATEDANDUSEDASTHEBASISFORCOMPENSATIONANDOTHERADMINISTRATIVEDECISIONSTHUS,EMPLOYEESAREMORELIKELYTOEXCHANGETHEIRENGAGEMENTFORRESOURCESANDBENEFITSPROVIDEDBYTHEIRORGANIZATIONINSUMMARY,SETPROVIDESATHEORETIC

32、ALFOUNDATIONTOEXPLAINWHYEMPLOYEESCHOOSETOBECOMEMOREORLESSENGAGEDINTHEIRWORKANDORGANIZATIONTHECONDITIONSOFENGAGEMENTINBOTHKAHNS1990ANDMASLACHETALS2001MODELCANBECONSIDEREDECONOMICANDSOCIOEMOTIONALEXCHANGERESOURCESWITHINSCTWHENEMPLOYEESRECEIVETHESERESOURCESFROMTHEIRORGANIZATIONTHEYFEELOBLIGEDTOREPAYTHE

33、ORGANIZATIONWITHGREATERLEVELSOFENGAGEMENTINTERMSOFKAHNS1990DEFINITIONOFENGAGEMENT,EMPLOYEESFEELOBLIGEDTOBRINGTHEMSELVESMOREDEEPLYINTOTHEIRROLEPERFORMANCESASREPAYMENTFORTHERESOURCESTHEYRECEIVEFROMTHEIRORGANIZATIONWHENTHEORGANIZATIONFAILSTOPROVIDETHESERESOURCES,INDIVIDUALSAREMORELIKELYTOWITHDRAWANDDIS

34、ENGAGETHEMSELVESFROMTHEIRROLESTHUS,THEAMOUNTOFCOGNITIVE,EMOTIONAL,ANDPHYSICALRESOURCESTHATANINDIVIDUALISPREPAREDTODEVOTEINTHEPERFORMANCEOFONESWORKROLESISCONTINGENTONTHEECONOMICANDSOCIOEMOTIONALRESOURCESRECEIVEDFROMTHEORGANIZATIONSTUDYHYPOTHESESFIGURE1SHOWSAMODELOFEMPLOYEEENGAGEMENTATTHECOREOFTHEMODE

35、LARETWOTYPESOFEMPLOYEEENGAGEMENTJOBANDORGANIZATIONENGAGEMENTSTHISFOLLOWSFROMTHECONCEPTUALIZATIONOFENGAGEMENTASROLERELATEDKAHN,1990ROTHBARD,2001THATIS,ITREFLECTSTHEEXTENTTOWHICHANINDIVIDUALISPSYCHOLOGICALLYPRESENTINAPARTICULARORGANIZATIONALROLETHETWOMOSTDOMINANTROLESFORMOSTORGANIZATIONALMEMBERSARETHE

36、IRWORKROLEANDTHEIRROLEASAMEMBEROFANORGANIZATIONTHEREFORE,THEMODELEXPLICITLYACKNOWLEDGESTHISBYINCLUDINGBOTHJOBANDORGANIZATIONENGAGEMENTSTHISALSOFOLLOWSFROMTHENOTIONTHATPEOPLEHAVEMULTIPLEROLESANDASSUGGESTEDBYROTHBARD2001ASWELLASMAYETAL2004,RESEARCHSHOULDEXAMINEENGAGEMENTINMULTIPLEROLESWITHINORGANIZATI

37、ONSANTECEDENTSOFEMPLOYEEENGAGEMENTALTHOUGHTHEREISLITTLEEMPIRICALRESEARCHONTHEFACTORSTHATPREDICTEMPLOYEEENGAGEMENT,ITISPOSSIBLETOIDENTIFYANUMBEROFPOTENTIALANTECEDENTSFROMKAHNS1990ANDMASLACHETALS2001MODELWHILETHEANTECEDENTSMIGHTDIFFERFORJOBANDORGANIZATIONENGAGEMENT,IDENTICALHYPOTHESESAREMADEFORBOTHTYP

38、ESOFENGAGEMENTGIVENTHELACKOFPREVIOUSRESEARCHANDTHISBEINGTHEFIRSTSTUDYTOEXAMINEBOTHJOBANDORGANIZATIONENGAGEMENT（节选）译文员工敬业度的前因后果ALANMSAKS近几年，员工敬业度一直受到关注。许多人声称，员工敬业度能预测员工产出，组织的成功，及财务表现（如股东总回报）BATES,2004BAUMRUK,2004HARTERETAL,2002RICHMAN,2006。与此同时，据报道，现在员工敬业度在下降，员工之间的接触深度脱离BATES,2004RICHMAN,2006。甚至有人报道说

39、，工人今天，大约占美国劳动力半数，多数没有得到充分的参与或它们脱离，导致了“接触的差距”，即在美国企业年生产力损失上达到3000亿美元BATES,2004JOHNSON,2004KOWALSKI,2003。不幸的是，目前很多关于员工敬业度的书籍都是以从业文献或者咨询公司为依据。在关于员工敬业度的学术文献研究中有一个令人惊讶的研究ROBINSONETAL,2004。研究的目的是探讨员工敬业的两种类型的前因和后果工作和企业接触。以前的研究主要集中在一个人的工作投入。但是，有证据表明，个人的敬业程度和他在问题中的角色有关ROTHBARD,2001。因此，它有可能接触的前因和后果取决于接触的类型。在下

40、一节中，员工敬业度是由后面的员工敬业度模型、理论、研究假设来定义的。什么是员工敬业度员工敬业度，已成为广泛采用的术语ROBINSONETAL,2004。然而，目前可以在医生杂志上找到很多关于员工敬业度的文章，这些杂志通常是关于实证研究方面的较多。正如罗宾逊等人（2004年）提出的令人惊讶的小学术和实证研究等，已经成为一个热门话题。因此，员工敬业度开始盛行或者有些人称为“新瓶装旧酒”。更糟的是，员工敬业的定义有很多种，定义、措施和建立类似组织承诺与组织公民行为的结构ROBINSONETAL,2004往往听起来更好理解。多数情况下它已被定义为致力于组织的情感和理智BAUMRUK,2004RICHM

41、AN,2006SHAW,2005或由员工自行决定工作量。在学术文献中，做了一些定义。KAHN1990,P694认为“人们能够在生理上、认知上和情感上改变他们投入到工作角色中的自我的程度”，不敬业是指“从工作角色中脱离出来，表现为从生理上、认知上和情感上的自我回撤和自我防卫”P694。因此，根据KAHN1990,1992的观点，敬业度是指员工在担当和执行组织角色时的心理存在。ROTHBARD2001,P656也将员工敬业度定义为心理的存在，但更进一步地指出，它涉及到两个关键因素关注和吸引。关注是指“认知上的可获得性和员工在思考这个角色上花费的时间”，而吸引是指“员工沉浸在一个角色里以及聚焦于这个

42、角色的强度。”研究职业倦怠的学者认为敬业是职业倦怠的对称或者是积极的反馈MASLACHETAL,2001。根据MASLACH（2001）的研究，敬业的三个特征是活力、投入和效能，与职业倦怠的的三个要素疲倦、自我疏离和效能低下相反。对倦怠和敬业的研究发现，职业倦怠（疲倦和自我疏离）和敬业（活力和奉献精神）的核心维度是相互对立的GONZALEZROMAETAL,2006。SCHAUFELI2002,P74将敬业度定义为“一种积极的、符合理想的、与工作相关的思维状态，以活力、奉献和吸引为特征”他们进一步指出，敬业不是一时的和具体的状态，而是“一个更为持久和普遍的情感认知的状态，不依赖于任何特定的对象

43、、事件、个人或行为的重点”P74。在学术文献中，敬业被认为与其他组织行为的结构有关，但有所不同。例如，ROBINSONETAL2004,P8表述敬业包含了组织承诺和组织公民行为的很多内容，但无论和哪一个都不是完美的组合。此外，无论是承诺还是组织公民行为都没有充分反映敬业的两个方面，其双向性，以及在任何敬业程度上的员工有被认为有一定的经营意识。组织承诺与敬业有所不同，它是指一个人的态度和他们的组织的附件。敬业不是一种态度，它是一种在自己个角色展示中所表现出的认真和投入的程度。而组织公民行为涉及自愿和非正式的，以帮助同事和组织的行为，敬业的重点是一个人的表现，而不是正式的角色外的作用和自愿的行为。

44、敬业不同于工作投入。根据MAYETAL2004，工作投入是一个认知判断关于满足需要的工作能力的结果，依赖于一个人的自我形象。敬业，与员工个人如何驱使自己在工作中好好表现有关。此外，敬业涉及到认知和行为情绪的积极利用。MAYETAL2004,P12还表明，“敬业可能被认为是一种个人通过对工作前期经历和对自己的工作角色的深入的经验确定他们的工作投入。”总之，虽然在定义和从业文学的意义上与其他结构往往重叠，但在学术文献中已被定义为一个独立和独特的结构，它的组成部分认知，情感和行为都与个人的作用表现相关。此外，敬业要与几个相关内容相区别，如组织承诺，组织公民行为，工作投入。员工敬业度模型和理论由于对员

45、工的敬业度的研究有限，很少有在模型或理论发展上的研究。然而，有两个数据流，提供员工敬业度模型的研究。在KAHN（1990）的员工工作时的敬业和不敬业的心理状况的定性研究中，他采访夏令营辅导员和一些在建筑公司工作的员工，了解他们工作中敬业和不敬业的时刻。KAHN（1990）发现，有三种心理状况与敬业和不敬业相关意义，安全性，可用性。换言之，在更具有心理意义，安全性更高的工作中，员工更愿意投入其工作中。在实证检验KAHN（1990）模型的唯一的研究中，MAYETAL2004发现意义，安全性和可用性与敬业有显著的相关性。他们还发现，工作丰富化和角色契合有积极的意义；奖励同事和支持主管关系对于安全性有

46、积极意义；资源的可用性是一个积极的心理预测，而在外界活动的参与是一个消极的预测。另一个敬业模型来自职业倦怠，把工作敬业描述为倦怠的对立面，倦怠是对敬业的侵蚀MASLACHETAL,2001。根据MASLACHETAL2001提出，工作与生活中有六个方面导致倦怠和敬业工作量，控制，奖励和认可，社区和社会的支持，是否公平，价值观。他们认为，工作敬业与一个可持续的工作量，选择和控制的感觉，适当的表彰和奖励，社会的支持，有意义有价值的工作有关。敬业被认为可以调节生活工作中的这6个因素和各项工作成果的关系。虽然KAHN和MASLACH的模型都指出，心理条件或者是前因对于敬业来说是必须的。他们也不能完全解

47、释为什么人们用不同的敬业程度来应对这些条件。一个员工敬业度更有力的解释可以来自于社会交换理论（SET）。社会交换理论认为义务产生于，处于一种相互依存状态下的各方面之间的一系列相互作用。SET的一个基本原则是关系随着时间的变化要演变成信任、忠诚，相互遵守一些承诺，同时遵守一定的交换规则CROPANZANOANDMICTCHELL,2005。交换规则通常涉及互惠或回报规则以至于一方领导这样的行为，而另一方则响应这样的行为。例如，当个人得到他们的组织的经济和社会情绪的资源，他们会觉得有义务回应实物和偿还组织CROPANZANOANDMITCHELL,2005。这观点与ROBINSON等人描述敬业时认

48、为雇主与雇员之间有着一种双向关系，是一致的。个人回报组织的一种方式表现为敬业度的水平。也就是说，员工会选择他们投入工作的程度来回报他们所接受的组织的资源。使自己更全面地投入到自己的工作角色中，投入更大的知识、情感以及物质资源，这是一个非常深刻的方式，用来回应组织的行动。对于员工来说以不同的工作表现来作为赔偿和其他行政决定的依据更具有难度。因此，员工更可能改变他们的敬业度来换取他们的组织资源和所提供的福利。总之，社会交换理论为解释员工在工作中为什么投入更多或者更少提供了理论基础。KAHN1990和MASLACH2001这两个模型所提出的敬业的条件，都可以被认为在社会交换理论中经济和社会情感与资源

49、做交互。当员工从他们的组织得到这些资源，他们觉得有责任向组织回报更大的敬业度。在KAHN1990的敬业度定义中，作为对组织中得到的资源的一种回报，要使员工感受到有责任更加投入到他们的工作中。当组织没有提供这些资源，人更有可能退出，脱离自己的角色。因此，认知，情感和物质资源，从组织上得到的经济和社会情绪资源决定着个人准备投入到自己的工作角色中。研究假设图1显示了员工敬业度模型。该模型的核心是两种类型的员工敬业工作和组织参与。这遵循了相关角色参与的感念。也就是说，它在何种程度上反映了一个人在一个特定的组织角色中的心理作用。对于大多数组织成员而言，最占主导地位的是他们工作中的角色以及他们作为一个组织成员的角色。因此，该模型明确承认了包括工作和组织。这也遵循了以下的主张，人们有多个角色，并按照ROTHBARD2001和MAYETAL2004建议，研究应探讨在组织内的多个角色参与。员工敬业的前因KAHNS1990和MASLACH等人的模型中，虽然没有多少预测员工敬业的因素的实证研究。然而其工作和组织参与的来历可能和有所不同，做出相同的假设是因为前人研究的不足，这是第一个关于工作和组织参与的研究。