The Research On The Evaluation And Elevation Mechanism Of Knowledge Worker's Engagement

Jack Welch has said,"Any company who wants to win by competition must manage to make its employees engaged."Knowledge workers, who are the carrier of knowledge and the principal part of knowledge innovation,play an important role in an enterprise. There is one condition for knowledge workers to give full play to their potential—top employee engagement. But before this we must find a scientific way to evaluate their employee engagement. At present, the evaluation models testing knowledge worker's employee engagement in Chinese enterprise are rare. Based on the previous research and influencing factors of knowledge worker's employee engagement, this paper tries to set up an easy-to-operate evaluation model and elevation mechanism which fit the real situation of Chinese enterprise.First, this paper arranges the main theory models related with the employee engagement and knowledge worker at home and abroad. 0n the basis of soaking up the achievements made by our predecessors, according to the characteristics of knowledge workers, expounds the formation mechanism of knowledge worker's employee engagement; inspect and analyze the influencing factors of employee engagement from four aspects.Then, based on the influencing factors, we construct evaluation indexes, which including the first—grade quotas and 20 concrete quotas. Based on AHP and questionnaires we can identify the weights of quotas, and discusses the evaluation process of knowledge worker's employee engagement with specific cases.Subsequently, this research sets up an improvement mechanism for employee engagement in a relatively scientific and systematic way, and this is the integration and sublimation of the whole dissertation. Specific measures contains some aspects including staff recruitment, staff training, staff career management, enterprise culture, job design this measurement are based on the needs of knowledge workers and enterprise resources.Last, this paper gives the conclusion and deficiencies of this study, hope to make employee engagement theory more perfect in future.