摘要：知識(shí)經(jīng)濟(jì)時(shí)代，創(chuàng)新性人力資源管理實(shí)踐獲得了很大發(fā)展，員工參與的重要性日益顯現(xiàn)，以員工參與為主題的相關(guān)研究也成為國(guó)內(nèi)外理論界和企業(yè)界關(guān)注的焦點(diǎn)，然而，由于實(shí)施參與的起步較晚、企業(yè)管理機(jī)制不健全、文化背景差異和借鑒操作不當(dāng)?shù)仍?。員工參與在我國(guó)企業(yè)的管理實(shí)踐中，常常遇到各種障礙和困難，從而難以達(dá)到預(yù)期的效用。另外，國(guó)內(nèi)有關(guān)員工參與的研究定性多、定量少，并且涉及員工心理層面的研究嚴(yán)重匱乏等問題也無法適應(yīng)時(shí)代的要求。因而，企業(yè)管理實(shí)踐中的現(xiàn)狀和種種疑問以及國(guó)內(nèi)理論研究的不足，使得我國(guó)實(shí)業(yè)界和理論界的認(rèn)識(shí)不得不開展對(duì)員工參與進(jìn)行深入研究。因此，探究員工參與對(duì)員工忠誠(chéng)度的影響機(jī)理具有重要的理論和實(shí)踐意義。
基于上述背景，本研究整理了相關(guān)文獻(xiàn)資料，并在理論研究的基礎(chǔ)上，形成了以員工參與為前因變量，員工忠誠(chéng)度為結(jié)果變量，組織支持感作為中介變量，薪酬公平感作為調(diào)節(jié)變量的理論研究模型，展開員工參與對(duì)員工忠誠(chéng)度的預(yù)測(cè)作用及影響的探討。
關(guān)鍵詞：?jiǎn)T工參與；員工忠誠(chéng)度；薪酬公平感


Some retail enterprise core staff loyalty empirical analysis

【Abstract】 the era of knowledge economy, the innovation of human resource management practice has obtained the very big development, the growing importance of employee participation, through employee involvement as the theme of the related research at home and abroad has also become the circles of theory and business focus, however, due to the late start, involved in the implementation of enterprise management mechanism is not perfect, the difference of the cultural backgrounds and draw lessons from improper operation. Employee participation in China's enterprise management practice, often encounter all sorts of obstacles and difficulties, and thus it is difficult to achieve the desired effect. In addition, the relevant domestic staff to participate in the study of qualitative, quantitative, and to 'psychological studies of serious issues such as lack of also cannot meet the requirements of the times. Therefore, in the practice of enterprise management and the status of all sorts of questions as well as the domestic theory research is insufficient, make our country industry and academic knowledge to carry out in-depth study on employee participation. Therefore, research of employee participation on staff loyalty influence mechanism has important significance in theory and practice.
Based on the above background, this study compiled the relevant literature, and on the basis of theoretical research, formed with the staff involved in the antecedent variables, employee loyalty as outcome variables, perceived organizational support as the mediating variable, the compensation fair conception as a moderating variable theory model, expansion of employee participation on staff loyalty prediction function and influence discussion.

【Key words】 : employee participation employee loyalty;; compensation fairness


目錄
一、核心員工和心理契約的相關(guān)理論 1
（一）核心員工概念及特點(diǎn) 1
（二）忠誠(chéng)度概述 2
(三)心理契約理論概述 3
（四）心理契約與員工忠誠(chéng)度的關(guān)系 5
二、宇田公司簡(jiǎn)介 6
三、宇田公司核心員工忠誠(chéng)度的分析 7
（一）核心員工結(jié)構(gòu) 7
（二）核心員工忠誠(chéng)度現(xiàn)狀 7
（三）核心員工忠誠(chéng)度缺失原因 8
四、心理契約的測(cè)評(píng)與分析 10
（一）問卷設(shè)計(jì) 10
（二）測(cè)試結(jié)果分析 10
五、基于心理契約提升核心員工忠誠(chéng)度的措施 12
（一）心理契約的構(gòu)建 12
（三）加強(qiáng)心理契約管理 14
（四）加強(qiáng)心理契約管理 15
結(jié)論 16
參考文獻(xiàn) 17