I 摘要 当前我国物流产业发展迅速，在我国的经济发展中具有重要的桥梁作用。近几年， 进入物流欧亿·体育（中国）有限公司的经营者和职工学历不断提升，物流欧亿·体育（中国）有限公司遭遇着前所未有的竞争冲击，企 业欲在汹涌的市场中保持主动和竞争优势，资本加上核心能力才是根本。对物流企业而 言，知识型人才的管理必须得到有效实施，数量和质量都必须维持长期的稳定和平衡， 并不断激发其创造性和工作活力。越来越多的物流企业对其加大重视程度，甚至采取年 度调查的方式对其进行了解和掌握。从众多影响员工敬业度的因素中，本文选取组织职 业生涯管理作为研究对象，从动态的角度探索，帮助物流企业为提升员工敬业度找到更 多的有效途径。 本文以森同快递为具体案例，全面深入地探讨了组织职业生涯管理在促进员工敬业 度提升方面的作用；本文运用文献研究法和问卷调查法，并结合我国快递欧亿·体育（中国）有限公司发展现状， 针对知识型员工敬业度发现的问题，提出相应建议。同时，通过实证手法，选取森同快 递公司170名知识型员工进行有效性验证，考察其对于提升员工的组织认同是否具有积 极作用，最终实现敬业度的提升。本文设计的问卷参考了成熟量表，可信度和有效性能 够得到充分保障。在分析影响因子时，以实际数据为基础，先后采用了统计学和Pearson 手段进行量化处理，并结合多元线性回归方程从数学角度进行验证。最终的结果令人满 意，理论假设得到有效验证。 首先，组织职业生涯管理能够有效帮助员工敬业度的提升。对物流企业而言，制定 和实施有效的组织职业生涯管理，能够刺激其知识型员工的工作活力，提升效率，但执 行起来困难。其次，组织职业生涯管理能够有效帮助组织认同的提升。对物流企业而言， 制定和实施有效的组织职业生涯管理，可以在很大程度上增加员工的组织认同，形成强 大的向心力，是管理层构建企业凝聚力的重要和有效手段之一。最后，组织认同作为中 介变量，在物流企业组织职业生涯管理的实施过程中，对提升员工敬业度发挥着一定的 推动作用。组织认同代表着知识型员工对物流企业的经营理念、价值取向的赞同，会有 一种融入其中的参与者和主人公感觉，可以极大地减少人员离职和偷奸耍滑行为。 上述验证结论表明，物流企业有需要而且有必要通过制定和实施有效的组织职业生 涯管理，增加员工组织认同，最终实现其敬业度的提升。 关键词：组织职业生涯管理；员工敬业度；组织认同；知识型员工 Abstract II Abstract At present, China's logistics industry is developing rapidly and plays an important role as a bridge in China's economic development. In recent years, the educational background of operators and employees entering the logistics industry has been continuously improved. The logistics industry has encountered unprecedented competitive shocks. Enterprises want to remain active and competitive in the turbulent market. Capital and core competence are the fundamental. For logistics companies, the management of knowledge-based talents must be effectively implemented, and the quantity and quality must maintain long-term stability and balance, and constantly stimulate their creativity and work vitality. More and more logistics companies pay more attention to it, and even use an annual survey to understand and master it. Among the many factors that affect employee engagement, this article selects organizational career management as a research object and explores from a dynamic perspective to help logistics companies find more effective ways to improve employee engagement. This article takes Sentong Express as a specific case and comprehensively discusses the role of organizational career management in promoting employee engagement; this article uses literature research and questionnaire survey methods, and combines with the development status of China's express delivery industry to target knowledge workers. Regarding the problems found by the degree of dedication, make corresponding suggestions. At the same time, through empirical methods, 170 knowledge-based employees of Sentong Express Co., Ltd. were selected to verify their effectiveness, and it was investigated whether they had a positive role in enhancing the employee's organizational identity, and ultimately to improve their engagement. The questionnaire designed in this paper refers to the mature scale, and its credibility and validity can be fully guaranteed. In the analysis of impact factors, based on actual data, statistics and Pearson methods have been used for quantitative processing, and combined with multiple linear regression equations to verify from a mathematical perspective. The final result is satisfactory, and the theoretical hypothesis has been effectively verified. First, organizational career management can effectively help employees improve their engagement. For logistics companies, formulating and implementing effective organizational career management can stimulate the work vitality of their knowledge workers and improve efficiency, but it is difficult to implement. Secondly, the organization's career management can effectively help the improvement of organizational identity. For logistics companies, the formulation and implementation of effective organizational career management can greatly Abstract III increase the organizational identity of employees and form a strong centripetal force. It is one of the important and effective means for management to build corporate cohesion. Finally, as an intermediary variable, organizational identity plays a certain role in promoting employee engagement in the implementation of logistics enterprise organizational career management. Organizational identity represents the knowledge employees ’endorsement of the logistics company ’s business philosophy and value orientation. There will be a sense of participants and protagonists who are integrated into it, which can greatly reduce staff turnover and theft and slander. The above verification conclusions indicate that logistics companies need and need to develop and implement effective organizational career management to increase employees ’organizational identity and ultimately increase their engagement. Keywords: organizational career management；employee engagement；organizational identity；knowledge workers 目录 IV 目录 主要符号说明 ........................................................... VIII 第1章 引言 ............................................................... 1 1.1 研究背景 ...................................................................................................................... 1 1.2 研究目的 ...................................................................................................................... 1 1.3 研究意义 ...................................................................................................................... 2 1.3.1 理论意义 ............................................................................................................ 2 1.3.2 实践意义 ............................................................................................................ 2 1.4 国内外研究综述 .......................................................................................................... 3 1.4.1 国外研究综述 .................................................................................................... 3 1.4.2 国内研究综述 .................................................................................................... 4 1.5 研究内容和思路 .......................................................................................................... 5 第2章 相关理论和概念 ..................................................... 7 2.1 物流企业知识型员工 .................................................................................................. 7 2.1.1 知识型员工的概念 ............................................................................................ 7 2.1.2 物流企业知识型员工 ........................................................................................ 7 2.1.3 物流企业知识型员工的特征 ............................................................................ 7 2.2 员工敬业度 .................................................................................................................. 8 2.2.1 员工敬业度的概念 ............................................................................................ 8 2.2.2 员工敬业度的维度和测量 .............................................................