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一、為何要做員工敬業度和忠誠度調查

最(zui)早人們(men)認為員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)的(de)(de)(de)滿(man)意(yi)度(du)(du)(du)(du)決定了員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)的(de)(de)(de)績效(xiao)(xiao)表(biao)現，進而(er)會影響企業(ye)的(de)(de)(de)績效(xiao)(xiao)表(biao)現，因此員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)滿(man)意(yi)度(du)(du)(du)(du)曾經是(shi)各個企業(ye)提升員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)績效(xiao)(xiao)時首(shou)先考慮(lv)的(de)(de)(de)因素。但越來越多的(de)(de)(de)研究發現，員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)滿(man)意(yi)度(du)(du)(du)(du)與員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)的(de)(de)(de)績效(xiao)(xiao)表(biao)現之間并沒有必然的(de)(de)(de)聯系(xi)(xi)，即(ji)滿(man)意(yi)度(du)(du)(du)(du)高(gao)(gao)的(de)(de)(de)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)不一定表(biao)現出高(gao)(gao)績效(xiao)(xiao)。因此企業(ye)開始關(guan)(guan)注真正與員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)績效(xiao)(xiao)有直接關(guan)(guan)系(xi)(xi)的(de)(de)(de)因素，即(ji)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)敬(jing)(jing)業(ye)度(du)(du)(du)(du)。敬(jing)(jing)業(ye)度(du)(du)(du)(du)代表(biao)了當前組織(zhi)行為學相(xiang)關(guan)(guan)領域及人才管理(li)的(de)(de)(de)潮(chao)流趨勢。如果說員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)滿(man)意(yi)度(du)(du)(du)(du)是(shi)指員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)“喜(xi)歡”企業(ye)的(de)(de)(de)程度(du)(du)(du)(du)；敬(jing)(jing)業(ye)度(du)(du)(du)(du)則是(shi)指員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)“想(xiang)且(qie)實(shi)際”做(zuo)出貢獻的(de)(de)(de)程度(du)(du)(du)(du)，與員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)的(de)(de)(de)績效(xiao)(xiao)表(biao)現有更(geng)直接的(de)(de)(de)行為關(guan)(guan)系(xi)(xi)。
下圖為一項企業(ye)核心競爭力調查研究。研究發現，員(yuan)(yuan)(yuan)工(gong)(gong)的(de)工(gong)(gong)作滿意度(du)(du)(du)對員(yuan)(yuan)(yuan)工(gong)(gong)績效(xiao)的(de)影(ying)響，是(shi)通過員(yuan)(yuan)(yuan)工(gong)(gong)的(de)敬(jing)業(ye)度(du)(du)(du)和員(yuan)(yuan)(yuan)工(gong)(gong)的(de)留(liu)任意愿（忠誠(cheng)度(du)(du)(du)）為中介變(bian)量的(de)。即員(yuan)(yuan)(yuan)工(gong)(gong)滿意度(du)(du)(du)直接影(ying)響員(yuan)(yuan)(yuan)工(gong)(gong)的(de)敬(jing)業(ye)度(du)(du)(du)和員(yuan)(yuan)(yuan)工(gong)(gong)留(liu)任，進而(er)影(ying)響員(yuan)(yuan)(yuan)工(gong)(gong)的(de)工(gong)(gong)作績效(xiao)。因(yin)此，員(yuan)(yuan)(yuan)工(gong)(gong)敬(jing)業(ye)度(du)(du)(du)是(shi)員(yuan)(yuan)(yuan)工(gong)(gong)績效(xiao)的(de)直接預測(ce)因(yin)素，而(er)滿意度(du)(du)(du)是(shi)間接預測(ce)因(yin)素。


開展員(yuan)(yuan)工(gong)(gong)忠誠(cheng)度(du)、敬(jing)(jing)業(ye)度(du)調(diao)查，能(neng)了解員(yuan)(yuan)工(gong)(gong)忠誠(cheng)度(du)、敬(jing)(jing)業(ye)度(du)現(xian)狀，并找出影響員(yuan)(yuan)工(gong)(gong)敬(jing)(jing)業(ye)度(du)的關鍵驅動因素(su)，準確(que)定位提(ti)升(sheng)領(ling)域(yu)，有(you)針對性和有(you)重點的予以改進，提(ti)升(sheng)員(yuan)(yuan)工(gong)(gong)敬(jing)(jing)業(ye)度(du)，確(que)保組(zu)織(zhi)投入的資源有(you)效轉化為業(ye)績。 博思咨詢通過十年的跟蹤分(fen)析發現(xian)敬(jing)(jing)業(ye)度(du)與(yu)組(zu)織(zhi)績效之間(jian)存在顯著的正向相(xiang)關性。


企業只有通過開展專業的員(yuan)工敬業度調查(cha)，對(dui)調查(cha)結果進行科(ke)學(xue)的統計(ji)分(fen)(fen)析(xi)，并(bing)輔以定(ding)性的焦點小組座談會(hui)等，對(dui)企業進行全面科(ke)學(xue)的診(zhen)斷分(fen)(fen)析(xi)，發現管理問題癥(zheng)結，幫助企業實現資源的優化配置， 最終提升(sheng)企業經(jing)營業績。