CAJ | 학술논문

挖掘员工工作潜能，提高员工敬业度是激烈市场竞争中企业人力资源管理一直面临的挑战性问题。目前的研究主要集中于敬业度界定、构成维度及分类、影响因素及测量、作用机制、满意度和忠诚度等方面，也涉及满意度、忠诚度和敬业度与组织绩效的关系。研究中年龄作为中介变量对敬业度的影响程度未形成明确结论。深入揭示不同年龄段员工的敬业度水平，并针对不同年龄段员工制定不同的激励政策，避免员工出现倦怠现象尤为必要。通过实证分析发现，随着年龄的增加，员工敬业度呈倒 U 型变化趋势，年轻员工和年长员工的敬业度水平与中年员工比相对较低。
알굴원공공작잠능，제고원공경업도시격렬시장경쟁중기업인력자원관리일직면림적도전성문제。목전적연구주요집중우경업도계정、구성유도급분류、영향인소급측량、작용궤제、만의도화충성도등방면，야섭급만의도、충성도화경업도여조직적효적관계。연구중년령작위중개변량대경업도적영향정도미형성명학결론。심입게시불동년령단원공적경업도수평，병침대불동년령단원공제정불동적격려정책，피면원공출현권태현상우위필요。통과실증분석발현，수착년령적증가，원공경업도정도 U 형변화추세，년경원공화년장원공적경업도수평여중년원공비상대교저。
Developing employee's potential and improving their engagement are always the challenging problems of the fierce competition in the market of human resource management . The present study focuses on the definition of the engagement , constitution dimension , classification , influencing factors , measurement , and mechanism of action , satisfaction and loyalty as well as the relationship with organizational performance . The results showed there is no clear conclusion of age effect on employee's engagement as an intermediary variable . Furthermore , the different age groups' employee engagement could offer more reasonable incentive policy for different ages and it is also necessary to avoid employee 's burnout phenomenon . With the increase of age , employee's engagement presents an inverted U-shaped trend . Younger and elder workers' engagement is lower than middle-aged workers .