摘要
企业经营管理中，人员管理是关键问题，敬业度高的员工更能够为企业创造
更高的生产价值，促进企业发展。水利行业的企业人员密集程度较高，给企业人
员管理带来诸多挑战，高敬业度的员工可以为企业创造更大价值，因此对于此类
企业的员工敬业度的管理显得尤为重要。贵州S公司是贵州省水利行业的龙头企
业，具有一定的行业代表性，技术型员工作为其核心工作人员，是创造企业价值
的核心群体。近年来，贵州S公司出现技术型员工敬业度逐渐下降的问题，主要
表现为技术型员工离职率上升、工作投入程度降低、工作主动意识下降等现象，
由此产生的消极情绪严重阻碍贵州S公司疫情后快速发展。提升技术型员工的敬
业度，才能更好的提升贵州S公司的核心竞争力，企业才能在“十四五”规划期
间有更大的突破性发展。
为了解贵州S公司技术型员工敬业度的现状，探索提升员工敬业度的有效路
径，本研究通过对以往敬业度研究成果的总结分析，采取访谈法和问卷调查法对
贵州S公司员工敬业度的现状进行了调查研究，调查结果显示，贵州S公司员工
敬业度现状不佳，主要影响员工敬业的因素概括为三个方面：（1）个人层面：
由于每位员工的个人情况和需求不同，在同一工作情境下体现出来的敬业度情况
有差别。（2）岗位层面：贵州S公司缺乏对岗位的剖析和对员工的分析，人岗
匹配程度不高，对员工的职业发展关注度不高。（3）组织层面：贵州S公司欠
缺组织支持感和公平感，员工心理负面情绪积压；领导行为不能有效的引领和营
造企业工作氛围，不能较好的做好资源和人员的统筹安排；技术型员工的薪酬福
利制度不科学、不系统、不清晰，对员工的激励性不足。
本研究基于以上出现的问题，了解掌握贵州S公司员工敬业度的现状和影响
因素，将各类因素进行归纳整理，构建员工敬业度影响模型。提出提升贵州S
公司技术型员工敬业度措施，从个人层面、岗位层面和组织层面进行系统的改进
和全面的调整，以提升员工敬业度、增强企业竞争力、促进企业发展。本研究在
查阅、归纳大量文献的基础上，结合贵州S公司的实际经营管理情况，针对性的
分析其技术型员工敬业度表现存在的问题，加以分析并提出相应对策，具有一定
实践指导意义。
关键词：敬业度；技术型员工；敬业度提升
I

Abstract
In enterprise operation and management, people are the biggest and most valuable
assets. Employees with high dedication can create higher production value for
enterprises and promote enterprise development.At present, construction enterprises
have a high degree of personnel density, and the large number of personnel brings
many challenges to enterprise management, so the management of employee
engagement is particularly important for such enterprises.As a leading enterprise in
the water conservancy industry of Guizhou Province, GUIZHOU S Company is
representative of the industry to a certain extent. As its core staff, skilled employees
are the core group to create enterprise value. In recent years, Guizhou S Company has
seen a gradual decrease in the engagement of skilled employees, and a rise in the
turnover rate and a decrease in the sense of work involvement of skilled employees.
The resulting negative emotions seriously hindered the rapid development of
GUIZHOU S Company after the epidemic.To improve the engagement of
technology-oriented employees, we can better improve the core competitiveness of
GUIZHOU S Company and boost the enterprise to have greater breakthrough
development during the 14th Five-Year plan.
In order to understand the status quo of technical employees' engagement in
GUIZHOU S Company and explore effective ways to improve it, the actor studied the
status quo of employees' engagement in Guizhou S Company by summarizing and
analyzing previous research results of engagement and adopting interview method and
questionnaire survey method. The results showed that the status quo of employees'
engagement in Guizhou S Company was not good. The main factors affecting
employee engagement can be summarized into three aspects:(1) Personal factors: Due
to the different personal conditions and needs of each employee, the degree of
engagement reflected in the same working situation is also inconsistent. (2) At the
position level, S Company in Guizhou lacks of post analysis and employee analysis,
the degree of person-post matching and integration is not high, and it pays little
attention to the career development of employees. (3) At the organizational level, the
organizational atmosphere of S Company in Guizhou lacks the sense of organizational
support and fairness, and the negative psychological emotions of employees are
accumulated; Leadership behavior can not effectively lead and create enterprise
working atmosphere, can not do a better overall arrangement of resources and
II

personnel; The salary and welfare system of technical employees is not scientific,
systematic and clear. It is not enough to motivate employees, to evaluate their efforts
and gains and to guide them.
Based on the above problems, this study understands the status quo and influencing
factors of employee engagement in GUIZHOU S Company, summarizes all kinds of
factors, builds an influencing model of engagement, summarizes measures to improve
technical employee engagement in Guizhou S Company, and makes systematic
improvement and comprehensive adjustment from individual level, post level and
organization level to improve employee engagement. Improve enterprise
competitiveness, promote enterprise development. On the basis of consulting and
summarizing a large number of literature, combined with the actual operation and
management situation of GUIZHOU S Company, this study analyzes the problems
existing in the engagement of technology-oriented employees and puts forward
corresponding countermeasures, which has a certain practical guiding significance.
Key Words: Engagement; Technical staff; Improved engagement
III
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