I 摘要 企业组织中所有的活动，小至简单工作的完成，大至整个企业的运筹帷幄， 均需人来执行或管理。因此，企业竞争的关键因素在于人，人力资源的管理与运 用是提升企业组织竞争优势的重要关键；在国际化、自由化、信息化的冲击之下， 全球的市场变得愈加复杂，传统的劳资关系与人力资源管理制度已不再适用，企 业不能再靠市场扩张或资源垄断来维持他们的竞争优势，而必须迅速地引进新的 技术、新的产品、新的组织结构以及提高管理的弹性，从而提升其在国际上的竞 争力；目前许多企业都积极地完善人力资源管理活动来提升人力资本的价值，其 中甄选、训练、考核及激励是四项最重要的管理活动，若是无法有效地执行绩效 考核，整个人力资源管理系统将会失去它的效能。如何提高员工对企业的忠诚度、 如何有效避免或减少人才的流失是企业管理亟待解决的问题。SC 移动在绩效考核 管理方面存在其一定的特殊现状，在激励资源分配方面的矛盾比较突出，在员工 队伍稳定方面承受的压力逐年增加。因此，对于当前 SC 移动来说，提高企业员工 特别是新生代员工的忠诚度、维护员工队伍的稳定就成为了企业管理工作的重中 之重。 本研究基于已有大量文献的基础上，构建理论模型。以绩效考核公平感作为 自变量，以员工满意度为中介变量，员工忠诚度作为因变量，探讨绩效考核公平、 员工满意度与员工忠诚度的关联性。其中，绩效考核公平感的维度包括，程序公 平、结果公平及互动公平。本文利用问卷调查法和实证分析等方法展开，研究 SC 移动的绩效考核公平及员工满意度如何影响员工忠诚度。本文通过网络及方便取 样的方式，邀请目前 SC 移动的部分在职员工协助填写有关于 SC 移动的绩效考核 公平、员工满意度与员工忠诚度的相关问卷。 研究结果显示，（1）SC 移动的绩效考核公平感对员工满意度正相关；（2）绩 效考核公平感对员工忠诚度有显著正向影响；（3）员工满意度对忠诚度有显著的 正向影响，是绩效考核公平感影响员工忠诚度的关键因素。 关键词，绩效考核公平感，新生代，忠诚度。ABSTRACT II ABSTRACT All activities in an enterprise organization, from the completion of simple work to the operation strategy of the whole enterprise, need to be executed or managed by people. Therefore, the key factor of enterprise competition lies in people, and the management and application of human resources is the key to enhance the competitive advantage of the enterprise organization. Under the impact of internationalization, liberalization and informationization, the global market becomes more and more complex. Traditional labor relations and human resources management system are no longer applicable, enterprises can no longer rely on market expansion or resource monopoly to maintain their competitive advantage, but must quickly introduce new technology, new products, new organizational structure and management flexibility to enhance their international competitiveness; at present, many enterprises are actively designing and improving human resources activities to enhance their competitiveness. The value of human capital, selection, training, assessment and incentive activities are the four most important management activities. If the performance appraisal can not be carried out effectively, the whole human resource management system will lose its effectiveness. How to improve employees'loyalty to the enterprise and how to effectively avoid or reduce the brain drain is an urgent problem to be solved in enterprise management. SC Mobile has its own special status in performance appraisal management. The contradiction in incentive resource allocation is prominent, and the pressure on staff stability is increasing year by year. Therefore, for the current SC Mobile, improving the loyalty of employees, especially the new generation of employees, and maintaining the stability of the staff has become the most important part of enterprise management. This study builds a theoretical model on the basis of a large number of literatures. Taking performance appraisal fairness as independent variable, employee satisfaction as intermediary variable and employee loyalty as dependent variable, this paper explores the correlation between performance appraisal fairness, employee satisfaction and employee loyalty. Among them, the dimensions of performance appraisal fairness include: procedural fairness, results fairness and interactive fairness. This paper uses theABSTRACT III methods of questionnaire survey and empirical analysis to study how SC Mobile's performance appraisal equity and employee satisfaction affect employee loyalty. In this paper, through the network and convenient sampling methods, the current staff of SC Mobile are asked to help fill in questionnaires on the fairness of performance appraisal, employee satisfaction and employee loyalty of SC Mobile. The results show that: (1) SC Mobile's performance appraisal fairness has a positive correlation with employee satisfaction; (2) performance appraisal fairness has a significant positive impact on employee loyalty; (3) employee satisfaction has a significant positive impact on loyalty, which is the key factor of performance appraisal fairness affecting employee loyalty. Keywords:Fairness of performance appraisal, new generation, loyalty.目录 IV 目 录 第一章 绪论.................................................................................................................... 1 1.1 选题背景............................................................................................................ 1 1.2 研究目的与意义................................................................................................ 3 1.2.1 研究目的 ................................................................................................ 3 1.2.2 研究意义 ................................................................................................ 4 1.3 研究思路及论文框架........................................................................................ 4 1.3.1 研究基本思路 ........................................................................................ 4 1.3.2 论文框架 ................................................................................................ 4 1.4 研究方法、可行性分析及主要创新点............................................................ 5 1.4.1 研究方法 ................................................................................................ 5 1.4.2 可行性分析 ............................................................................................. 6 1.4.3 主要创新点 ............................................................................................ 6 第二章 文献综述............................................................................................................ 8 2.1 绩效考核公平.................................................................................................... 8 2.1.1 绩效简介 ................................................................................................ 8 2.1.2 绩效考核 ................................................................................................ 8 2.1.3 绩效考核制度 ........................................................................................ 9 2.1.4 绩效考核公平感 .................................................................................... 9 2.2 员工满意度..................................................................................................... 9 2.2.1 员工满意度的概念 .............................................................................. 9 2.2.2 员工满意度相关指标 ........................................................................... 10 2.2.3 员工满意度与离职意愿研究 ............................................................... 12 2.3 员工忠诚度...................................................................................................... 13 2.3.1 员工忠诚度的含义 ............................................................................... 13 2.3.2 影响员工忠诚度的因素 ....................................................................... 15 2.3.3 员工忠诚度的效应 ............................................................................... 16 2.3.4 员工忠诚度的建立 ............................................................................... 18 2.4 新生代员工工作价值观研究.........................