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首页> 外文期刊>Journal of Human Resource and Sustainability Studies >Impact of Career Planning, Employee Autonomy, and Manager Recognition on Employee Engagement
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Impact of Career Planning, Employee Autonomy, and Manager Recognition on Employee Engagement

机译：职业规划，员工自主权和经理认可对员工参与的影响

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This study investigated the impact of career planning, employee autonomy, and manager recognition on employee engagement through the lens of the social exchange theory. A survey of 120 employees in US small and medium sized enterprises (SMEs) was conducted and a multiple regression model was created to answer the research questions seeking to know if career planning, employee autonomy, and manager recognition contributed to employee engagement and if so, to what extent. The results supported the theoretical model of social exchange as well as the hypothesized relationships. In other words, data confirmed the existence of a statistically significant relationship between the independent variables: career planning, employee autonomy, and manager recognition, and the dependent variable, employee engagement. Career planning was identified as a better contributor to engagement as compared to the other two predictors. Manager recognition, while contributing less than career planning, was deemed a better contributor compared to employee autonomy. These findings offer implications for research on social exchange theory as an asset for the organization and suggest that in SMEs, managers need to have career planning discussions with their direct reports. These discussions set employees’ hopes of a promotion and increase their levels of engagement and involvement. Recognizing employees on a regular basis for a job well-done increases their sense of achievement toward their hoped promotion, thus helping to keep them continuously engaged.
机译：本研究调查了职业规划，员工自主权和经理认可通过社会交流理论镜头对员工参与的影响。对美国中小企业（中小企业）的120名员工进行了调查，并创建了一个多元回归模型，以回答寻求了解职业规划，员工自治和经理认可的研究问题，旨在雇用员工参与，如果是的话，到什么程度。结果支持了社会交易所的理论模型以及假设关系。换句话说，数据确认了独立变量之间存在统计上显着关系的存在：职业规划，员工自主权和经理认可，以及依赖变量，员工参与。与其他两个预测因子相比，职业规划被确定为更好的参与贡献者。经理认可，而导致职业规划少于职业规划，与员工自治相比被视为更好的贡献者。这些调查结果为社会交流理论研究提供了对组织的资产的影响，并建议在中小企业中，管理人员需要与他们的直接报告有职业规划讨论。这些讨论设定了员工的促销希望，并提高他们的参与水平和参与。以定期为员工识别员工，完成工作良好地提高了他们对希望促销的成就感，因此帮助他们不断订婚。

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