員工的忠誠(chéng)度重要還是經(jīng)驗(yàn)重要

　　對(duì)于許多公司來(lái)說(shuō)，員工的忠誠(chéng)度和經(jīng)驗(yàn)都是很被看重的。接下來(lái)小編為大家整理了員工的忠誠(chéng)度重要還是經(jīng)驗(yàn)重要。希望對(duì)你有幫助哦!

　　People who are loyal employees tend to earn more, according to the first large-scale study of loyalty and earnings, according to new research.

　　首次針對(duì)忠誠(chéng)度和收入的大規(guī)模研究表明，忠誠(chéng)的員工往往賺得更多。

　　The difference loyalty made to earnings was equivalent to the additional salary given for having an extra year of experience.

　　忠誠(chéng)度造成的收入上的差異幾乎和多一年工作經(jīng)驗(yàn)所增加的薪水相同。

　　Previous research has found that worker loyalty lowers labour turnover costs and improves customer service, but this study claims it benefits employees too.

　　過(guò)去的研究已經(jīng)發(fā)現(xiàn)，員工忠誠(chéng)度能減少人員流動(dòng)成本，并提高顧客服務(wù)質(zhì)量。但這項(xiàng)研究也發(fā)現(xiàn)，這對(duì)員工也有好處。

　　Michigan State University researchers surveyed 10,800 employees in former socialist countries that introduced capitalist economies in the 1990s.

　　密歇根州立大學(xué)的研究者們調(diào)查了10800位前社會(huì)主義國(guó)家現(xiàn)為資本主義國(guó)家的員工。

　　‘We know that firms realise financial gain from loyal workers, but we wanted to know if they share those benefits with the workers,’ said Susan Linz, lead author and professor of economics at the University.

　　“我們知道公司能從忠誠(chéng)的員工身上獲得經(jīng)濟(jì)利潤(rùn)，但我們也想知道他們會(huì)不會(huì)和員工分享這些利潤(rùn)，”該大學(xué)經(jīng)濟(jì)學(xué)教授蘇珊·林茲如是說(shuō)。

　　‘Among the more than 650 workplaces included in our study the answer is yes, they are sharing the wealth,' she said.

　　“對(duì)接受研究的超過(guò)650家企業(yè)而言，答案是肯定的，他們會(huì)分享這些財(cái)富。”

　　The researchers surveyed employees from 2005 to 2011 in six culturally and economically diverse countries: Armenia, Azerbaijan, Kazahkstan, Kyrgyzstan, Russia and Serbia.

　　在2005年到2011年間，研究者們調(diào)查了六個(gè)文化上，經(jīng)濟(jì)上都相當(dāng)多元化的國(guó)家的員工：亞美尼亞、阿塞拜疆、哈薩克斯坦、吉爾吉斯斯坦、俄羅斯和塞爾維亞。

　　Loyalty was measured by workplace seniority; whether the employee would turn down an offer of slightly more money to change jobs; and whether the employee was committed to and engaged with the company.

　　忠誠(chéng)度是由那些辦公室里的老資格們衡量的;這位員工是否會(huì)拒絕更高報(bào)酬的offer;這位員工是否會(huì)堅(jiān)持和公司在一起。

　　The findings that worker loyalty was linked to higher earnings came as a surprise to Linz.

　　對(duì)林茲來(lái)說(shuō)，她關(guān)于員工忠誠(chéng)度和更高的薪水有關(guān)的發(fā)現(xiàn)著實(shí)令她吃了一驚。

　　Workers were more likely to be loyal if they expected to earn a bonus or learn new skills. In addition, loyalty was higher among employees who expected that doing their job well would result in job security and the feeling that they were accomplishing something worthwhile.

　　如果員工期待獲得獎(jiǎng)金或者學(xué)到新技能，他們往往會(huì)更忠誠(chéng)。另外，那些希望通過(guò)努力工作增加工作穩(wěn)定性或感覺(jué)自己正在實(shí)現(xiàn)一些有意義的事情的員工也會(huì)更忠誠(chéng)。

　　Praise from senior managers, however, was not always positively linked to worker loyalty.

　　而來(lái)自上級(jí)主管的表?yè)P(yáng)卻并不一定對(duì)員工忠誠(chéng)度有所貢獻(xiàn)。

　　According to the researchers, the findings highlight the importance of managers motivating their workers and knowing which strategies promote loyalty.

　　研究者們表示，這些發(fā)現(xiàn)對(duì)于管理者們了解能提高員工忠誠(chéng)度的策略非常有用。

　　‘Managers might have more success by offering the workers a chance to learn new skills, which can contribute to their sense of better job security or desire for more job autonomy, all of which were positively linked to loyalty in our study,’ said Linz.

　　“如果經(jīng)理們能提供給員工學(xué)習(xí)新技能的機(jī)會(huì)，而這種機(jī)會(huì)能讓他們感受到更好的工作穩(wěn)定性和對(duì)工作自主性的渴望，他們就能獲得更大的成功。這兩者在我們的研究中都對(duì)員工忠誠(chéng)度有積極的效果。”林茲如是說(shuō)。