Abstract
Employees belong to the basic unit of the company's management, its degree of
job involvement, not only affect the individual performance goals, can also affect the
company's development goal realization and competitiveness, therefore, the company
must focus on employee job involvement degree, take effective measures to improve
employee job involvement degree, provide continuous power for the development of
individuals and companies. This research work, gas station in Z company staff as the
specific research object, using the Utrecht job involvement scale was, respectively,
energy, focus and dedication measure its employees work in three dimensions,
according to the result of measurement analysis of status and influence factors of job
involvement degree, develop targeted promotion strategy, enhance Z gas station job
involvement degree of employees, Tap the internal potential of employees to promote
the realization of their personal development goals and the development of the company.
In this study, first of all, through the literature method, to consult the domestic and
foreign literature on employee job involvement, read and sort out the relevant content,
as a reference for this study. Then, through questionnaire survey and interview, the
current situation of job engagement of employees in Z gas station is understood. Next,
the scale of employee job engagement was developed, and the employee job
engagement of Z gas station was measured, and the influencing factors of employee job
engagement were analyzed. Finally, formulate strategies to improve employees' work
engagement. The key issues to be solved are as follows: What are the influencing factors
of job engagement of gas station employees of Z Company, and how do these factors
affect job engagement? According to Z company's gas station management objectives
and influencing factors, how to improve employees' work engagement? The results are
as follows: The overall score of job engagement of gas station employees in Z company
is 4.5518, in which the focus dimension is 4.6469, the vitality dimension is 4.5117, and
the dedication dimension is 4.4226.
According to the analysis of the above research results, the conclusions are as

follows: First, the three dimensions of job engagement of Z company's gas station
employees, namely vitality, dedication and concentration, all score around 4 points, and
the job engagement level needs to be improved. Secondly, the employee's job
involvement degree is affected by personal situation, working situation, working
environment and management, among which personal situation and management are
the main influencing factors. Thirdly, in management, training and learning can be used
to improve the quality of employees, strengthen performance appraisal, reward and
punishment, optimize the working environment, set up reasonable job responsibilities
and content and other aspects to improve the job engagement of gas station employees
of Z Company.
Keywords: job input;business management; job setting

目 录
摘 要...............................................................I
Abstract...........................................................II
1.绪论..........................................................1
1.1研究背景.....................................................1
1.2研究意义.....................................................2
1.2.1理论意义...............................................2
1.2.2实践意义...............................................2
1.3国内外研究现状...........................................3
1.3.1国外研究现状...........................................3
1.3.2国内研究现状...........................................5
1.3.3研究现状述评...........................................7
1.4研究内容和方法...........................................8
1.4.1研究内容...............................................8
1.4.2研究方法...............................................8
1.5研究思路和创新...........................................8
1.5.1研究思路...............................................8
1.5.2研究创新与不足.........................................9
2.相关概念和理论基础...........................................10
2.1概念界定................................................10
2.1.1工作投入度............................................10
2.1.2员工激励..............................................10
2.2理论基础................................................11
2.2.1期望理论..............................................11
2.2.2激励理论..............................................12
3.Z公司加油站员工工作投入度调查................................14
3.1测量量表选择................................................14
3.2调查实施....................................................15
3.2.1调查目的..................................................15
3.2.2问卷设计..................................................15
3.2.3实施方案..................................................15
3.2.4调查结果回收与处理........................................15
3.2.5信度与效度检验............................................16
3.3调查结果与分析..........................................17
。。。以下略