本文首先对知识员工敬业度研究进行分析。
Firstly this paper analyze the knowledge employees' engagement research.
当许多人关心员工敬业度，他们关心员工满意度。
When many people think of employee engagement, they think of employee satisfaction.
第三个问题是，公司员工敬业度，说说所有这些社会媒体员工？
And the third part employee engagement within the company addressing all these social media stuff?
当反映到员工敬业度时，你就会真正收获你所播种的。
When it comes to employee engagement, you truly reap what you sow.
员工敬业度对企业绩效及企业的竞争力有着重要的影响。
Employee engagement has great effect on the enterprise performance and the competitiveness of the enterprise.
但是，目前我国IT企业的员工敬业度现状却令人堪忧。
But, in China, the status of IT enterprise employee engagement is worrying.
我的团队在去年员工敬业度调查之后参加了高效的行动计划会议。
My team participated in an effective action planning session following last year's employee engagement survey.
因为诸多事实和研究均表明：员工敬业度对企业绩效有极其显著的影响。
As many facts and studies show that: employee engagement plays an extremely significant effect on the enterprise performance.
在此种背景下，员工敬业度获得了企业经营界与学术研究界的日益关注。
In such a background, the concern from business sectors and academic research communities about employee engagement is growing.
为了了解影响员工敬业度的因素，很多学者从不同角度进行了大量的研究。
There are a great amount of research findings in different perspectives to search for affecting causes of employee engagement .
调查显示，员工敬业度与前几年工作相似，虽然低层级的员工似乎不那么敬业。
The survey showed that employees were moderately engaged with their jobs, similar to previous years, although workers in lower-level jobs appeared to be less engaged.
接着，在此基础上构建IT企业员工敬业度影响因素模型，并进行问卷设计与调查。
Then, building IT enterprises models of employee engagement factors on that basis, and questionnaire designs and surveys.
员工敬业度作为考核企业管理效率的重要指标，越来越受到学术界、企业界的重视。
As an important evaluation indicator to the efficiency of enterprise management, the employee engagement is increasingly emphasized in academic circles and business community.
员工敬业度较低会导致工作营业额下降32%，影响员工积极性的核心因素是企业文化。
"Companies with low employee engagement suffer from a 32 per cent decrease in operating income, " the white paper says. "At the heart of employee motivation resides company culture.
最后，论文在实证分析结果和相关研究的基础上，建立了基于个人-工作契合理论的员工敬业度模型。
At last, this paper established an employee engagement model based on the P-J fit theory, by the result analysis and relative studies comparison.
影响员工敬业度的因素有很多，如管理者的成熟度、企业文化的开放性等，和员工自己的特性也有关系。
There are many factors that influence employee engagement, such as the maturity of managers, the openness of corporate culture, and the characteristics of their employees.
希望本文在提升员工敬业度方面得出的结论，能为IT企业及其管理者制定对策提供一定的参考和帮助。
I hope the conclusions of this paper about enhancing employee engagement could provide some references and help for development of countermeasures by IT enterprises and their managers.
为了深入了解时间与员工敬业度之间的关系，埃尔南德斯和瓜拉纳最近对众多科技公司的数百名员工进行了调查。
Looking to better understand the relationship between time and engagement, Hernandez and Guarana recently surveyed hundreds of employees at a large diversified technology company.
这也是对我们专注于员工敬业度的一个肯定，这对于我们在保险、人才和分析上发挥核心能力而提供一流的服务是至关重要的。
It also is an affirmation that our focus on employee engagement is critical to delivering first-class service with our core capabilities in risk, people and analytics.
因此，敬业度研究是人力资源管理一个很重要的课题，员工敬业度对企业绩效的显著影响，决定了对员工敬业度的影响因素研究有着重要意义。
So the study of employee's engagement will be a very urgent task and have a significant meaning base on the study of influence factor for engagement.
用大白话来解释“敬业度调查”就是：你的员工在企业中表现出来的工作状态，是不是很投入？
With the big vernacular to explain the Engagement Survey is: your employees in the enterprise to show the working state, is not very investment?
员工的敬业度，是每个管理者都关心的话题。
敬业度调查里有一项非常重要的是组织氛围调查，组织的氛围、文化怎么样，员工愿不愿意投入工作的氛围中？
There is a very important aspect of the survey of organizational commitment, organizational climate, organizational climate, culture, employees willing to work in the atmosphere?
根据对超过200名受访者的调查结果，他们发现，工作敬业度不仅会受到员工当前情况的影响，也会受到其对未来的期望的影响。
Based on results from more than 200 respondents, they found job engagement is not only heavily influenced by a worker's current circumstances, but also by his or her expectations for the future.
而本文选择员工对人力资源管理制度的认同作为切入点，探讨它与敬业度之间的关系。
However, this dissertation aims to explore the relationships between the employee engagement and their recognition of Human Resources Management System as the cutting point.
而本文选择员工对人力资源管理制度的认同作为切入点，探讨它与敬业度之间的关系。
However, this dissertation aims to explore the relationships between the employee engagement and their recognition of Human Resources Management System as the cutting point.
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