【正文】 的市場(chǎng)經(jīng)濟(jì)中的企業(yè)員工對(duì)自主選擇的企業(yè)所做出的守諾有信行為，它既表現(xiàn)為員工的道德操守，又體現(xiàn)了企業(yè)與員工的契約關(guān)系。 忠誠的員工對(duì)于企業(yè)往往意味著更高的利潤(rùn)和生產(chǎn)率，更加完美的品牌和社會(huì)形象以及更加穩(wěn)固的客戶資源，因此意味著更大的收益。 員工忠誠根據(jù)其產(chǎn)生的原因可分為低層次忠誠和高層次忠誠，兩種層次忠誠的形成原因分別對(duì)應(yīng)企業(yè)為員工提供的保健因素和激勵(lì)因素，因此培養(yǎng)和提高員工忠誠就要從這兩方面入手。 關(guān)鍵詞： 忠誠、員工忠誠、保健因素、激勵(lì)因素 Abstract Abstract From the perspective of human capital theory, the employees are not only the most profitable capital in the enterprises, but also the source of profit. However, the enterprises could obtain these benefits only on condition that the stable cooperative relationship between the employees and their enterprises has been founded. On the basic principles of economic theories and the practices in the enterprise management, this paper discusses the definition, value and measurement of the employee loyalty of the modern enterprise and puts forward the ways in which the enterprises can build and improve the loyalty coefficient. The understanding of loyalty has been in the Chinese traditional culture and the Western philosophy for a long time, and they both praise it highly. Corresponding to the traditional perspective of loyalty, the employee loyalty of the modern enterprise is a kind of loyalty that can be looked as a contract between employees and their employers. It is not only a sort of personal virtue, but also a part of the modern enterprise spirits. It is a kind of behavior that in the free market, which is characterized with freedom and credit， employees keep their promises which they have made with their enterprises. Traditional economists believe that in the scope of society the resources flow more freely, it can be located more effectively and efficiently. The human resources are not the exception, either. However, the latest positive and empirical analyses show that the loyal employees can bring the core petitiveness to their enterprises. The loyalty, which can cause the increase of profit and productivity and the decrease of cost, drives financial success. It also can make positive effects on the stability of customers and investors. This paper discusses three models of the employee loyalty: the Game Model, the Economic Value Model and the ExitVoice Model, in order to analyze the value of it and prove that the enterprises can benefit Abstract from the loyal employees generally and especially in the tough times. The first step of the management based on the employee loyalty is to measure it scientifically and accurately. There are two kinds of measurements: the quantitative measurement and the qualitative measurement. This paper introduces and analyzes these two measurements and sets up the Employee Measurement System, which integrates the two different measurements and can display the human resources and the employee loyalty of the enterprise prehensively and objectively. The employee loyalty can be divided into two levels: the lowlevel loyalty and the highlevel loyalty. According to the TwoFactor Theory, the lowlevel loyalty is based on the hygiene factor and the highlevel loyalty is founded on the motivation factor. Suggestions are presented to cultivate and consolidate both the lowlevel loyalty and the highlevel loyalty, such as redesigning the human resources management system and building the munity of benefit and emotion with employees. Finally, special suggestions are raised for the enterprises in China. Key words: Loyalty, Employee loyalty, Hygiene factor, Motivation factor 目 錄 目 錄 1 員工忠誠的含義 .................................. 1 中國(guó)傳統(tǒng)文化中的忠誠 ................................. 1 西方哲學(xué)中的忠誠 ..................................... 2 現(xiàn)代企業(yè)的員工忠誠 ................................... 3 2 員工忠誠的價(jià)值 .................................. 6 員工忠誠的協(xié)調(diào)博弈模型 ............................... 7 員工忠誠的經(jīng)濟(jì) 價(jià)值模型 ............................... 8 員工忠誠的經(jīng)濟(jì)價(jià)值模型 .......................... 8 員工忠誠提高生產(chǎn)效率 ........................... 10 員工忠誠的系統(tǒng)效應(yīng) ............................. 13 忠誠的退出 呼吁模型 ................................. 14 松弛與退出、呼吁 ............................... 15 忠誠的作用 .................................... 16 忠誠行為模型 .................................. 17 3 員工忠誠的度量 ................................. 20 比率法 ............................................. 20 總流動(dòng)率 ...................................... 20 員工留存率及損耗率 ............................. 21 用員工流動(dòng)率進(jìn)行外部比較 ....................... 23 調(diào)查表檢測(cè)法 ....................................... 23 員工測(cè)量體系 ....................................... 24 員工平衡表 .................................... 24 員工價(jià)值流報(bào)告表 ............................... 25 4 培養(yǎng)和提高員工忠誠度的對(duì)策分析 ................... 28 目 錄 影響員工忠誠的因素 .................................. 29 培養(yǎng)和提高員工忠誠度的對(duì)策 ........................... 31 培養(yǎng)和提高低層次員工忠誠的對(duì)策 .................. 31 培養(yǎng)和提高高層次員工忠誠的對(duì)策 .................. 38 培養(yǎng)和提高我國(guó)企業(yè)員工忠誠度的建議 ................... 46 我國(guó)企業(yè)的員工忠誠現(xiàn)狀 ......................... 47 對(duì)培養(yǎng)和提高我國(guó)企業(yè)員工忠誠度的建議 ............ 50 5 結(jié)束語 ........................................ 54 附錄 員工忠誠嚴(yán)格檢測(cè)調(diào)查表 ....................... 56 參 考 文 獻(xiàn) ...................................... 59 后 記 ......................................... 63 1 員工忠誠的含義 1 員工忠誠問 題研究 馬克 斯員工忠誠是經(jīng) 濟(jì)倫理范疇內(nèi)的概念之一，但是長(zhǎng)期以來經(jīng)濟(jì)學(xué)中對(duì)它的探討并不深入。中國(guó)早在幾千年前就有了對(duì)忠誠的定義和推崇。首先，它弘揚(yáng)高尚的情操，推崇為社會(huì)正義而獻(xiàn)身?？鬃诱f：“君使臣以禮，臣事君以忠?！保ā睹?子”也就是常言所說的“良禽擇木而棲，良臣擇主而事”。 西方哲學(xué)中有關(guān)“忠誠”這個(gè)題目的理智準(zhǔn)則，當(dāng)推 1908 年成書的《忠的哲學(xué)》，作者是哈佛大學(xué)哲學(xué)教授喬西 亞按照羅伊斯的觀點(diǎn)，忠誠本身不能以好壞論；可以而且應(yīng)當(dāng)加以判斷的是人們所忠于的原則，正是依據(jù)對(duì)這些原則的忠誠程度，人們才能斷定是否以及何時(shí)應(yīng)該終止對(duì)一個(gè)人或團(tuán)體的效忠。 1 喬西亞 現(xiàn)代企業(yè)的員工忠誠 現(xiàn)代企業(yè)的員工忠誠是一種平等交往中的契約性忠誠 2，它既不同于等級(jí)制度下人身臣服關(guān)系的依附性忠誠，亦不同于家 族企業(yè)中的血緣性忠誠，既是一種基本的個(gè)人美德，亦是現(xiàn)代企業(yè)的基本企業(yè)精神。的確，守諾有信、忠誠有義，作為做人的基本美德自然具有某種永恒性，具有這種美德的人也必然會(huì) 在日常生活的言行舉止中表現(xiàn)出這種美德，并受到人們的敬重。作為客觀關(guān)系的信任、信用，就是建立在平等自由權(quán)利、自由交換基礎(chǔ)之上的契約關(guān)系。人們通?？偸橇?xí)慣于將“經(jīng)濟(jì)人”假設(shè)作為理解經(jīng)濟(jì)活動(dòng)行為主體的前提，