| ACKNOWLEDGEMENTS | 第5-6页 |
| ABSTRACT | 第6-7页 |
| 摘要 | 第8-9页 |
| LIST OF ABBREVIATIONS | 第9-19页 |
| CHAPTER I INTRODUCTION | 第19-27页 |
| 1.1 BACKGROUND | 第19-20页 |
| 1.2 OBJECTIVE AND SIGNIFICANCE OF THE RESEARCH | 第20-23页 |
| 1.2.1 Objective | 第20-22页 |
| 1.2.2 Theoretical Significance | 第22-23页 |
| 1.2.3 Practical Significance | 第23页 |
| 1.3 RESEARCH METHODS | 第23-24页 |
| 1.3.1 Literature Analysis Method | 第23页 |
| 1.3.2 Empirical Analysis Method | 第23-24页 |
| 1.4 RESEARCH IDEAS | 第24-26页 |
| 1.5 INNOVATIONS | 第26-27页 |
| CHAPTER II RELATED THEORY AND LITERATURE OVERVIEW OF ENGAGEMENT | 第27-40页 |
| 2.1 ENGAGEMENT OVERVIEW | 第27-29页 |
| 2.1.1 Research on the concept of employee engagement at home and abroad | 第27-29页 |
| 2.2 INFLUENCING FACTORS OF EMPLOYEE ENGAGEMENT | 第29-31页 |
| 2.3 STRUCTURAL DIMENSIONS OF EMPLOYEE ENGAGEMENT | 第31-32页 |
| 2.4 RELATED THEORY OF EMPLOYEE ENGAGEMENT | 第32-39页 |
| 2.4.1 Hierarchy of Needs | 第32-35页 |
| 2.4.2 Equity Theory | 第35-37页 |
| 2.4.3 Two-factor Theory | 第37-38页 |
| 2.4.4 Psychological Contract Theory | 第38-39页 |
| 2.5 THE MEASUREMENT OF ENGAGEMENT | 第39-40页 |
| CHAPTER III STATUS ANALYSIS OF THE CASE COMPANY | 第40-47页 |
| 3.1 ESTABLISHMENT AND DEVELOPMENT OF TRP | 第40页 |
| 3.2 ENTERPRISE CULTURAL CONSTRUCTION OF TRP | 第40-42页 |
| 3.3 HUMAN RESOURCES STATUS OF TRP | 第42-45页 |
| 3.4 ENGAGEMENT SURVEY BACKGROUND OF TRP | 第45-47页 |
| CHAPTER IV SURVEY AND ANALYSIS OF EMPLOYEE ENGAGEMENT OF TRP | 第47-62页 |
| 4.1 DESIGN AND IMPLEMENTATION OF SURVEY PROGRAM | 第47-51页 |
| 4.1.1 Employee Engagement Questionnaire Design | 第47-49页 |
| 4.1.2 Determination and pre-survey of Survey Sample | 第49页 |
| 4.1.3 Reliability and Validity Analysis of the Questionnaire | 第49-50页 |
| 4.1.4 Issue and Recycle of Formal Questionnaire | 第50-51页 |
| 4.2 PRINCIPLES AND METHODS OF DATA ANALYSIS | 第51页 |
| 4.3 DATA ANALYSIS RESULTS | 第51-60页 |
| 4.3.1 Employee Engagement Status Anatomical Reasons | 第51-56页 |
| 4.3.2 Factors Analysis of Employee Engagement | 第56-60页 |
| 4.4 SUMMARY | 第60-62页 |
| CHAPTER V STRATEGIES TO ENHANCE EMPLOYEE ENGAGEMENT | 第62-76页 |
| 5.1 ESTABLISHING GOOD COMMUNICATION CHANNELS | 第62-66页 |
| 5.1.1 Managers should understand the importance of communication ideologically | 第62-63页 |
| 5.1.2 Promoting Proper Cross-level Communication | 第63-64页 |
| 5.1.3 Enriching Different Ways of Communication and Broadening Communication Channels | 第64-66页 |
| 5.2 ESTABLISHING FAIR, REASONABLE AND COMPETITIVE PAY SYSTEM | 第66-69页 |
| 5.2.1 Appropriating Adjustment of Pay and Benefits Structure | 第66-67页 |
| 5.2.2 Implementing Effective Incentive Mechanisms | 第67-69页 |
| 5.3 ACTIVELY ESTABLISHING CAREER DEVELOPMENT MODEL | 第69-71页 |
| 5.3.1 Emphasis on Employee Career Development | 第69-70页 |
| 5.3.2 Establishing a Scientific Career Development Model | 第70-71页 |
| 5.4 TALENT ECHELON CONSTRUCTION | 第71-73页 |
| 5.5 ESTABLISHING A TRAINING MANAGEMENT SYSTEM IN LINE WITH THE DEVELOPMENT OF THE COMPANY AND ITS EMPLOYEES | 第73-76页 |
| 5.5.1 Good Soft Environment is the Prerequisite for Effective Progress in the Development of Employee Development and Training System | 第73页 |
| 5.5.2 All Departments of the Enterprise Should Assume Their Respective Responsibilities in the Work of Employee Development and Training System | 第73-74页 |
| 5.5.3 Developing Own Unique, High-quality Course Series | 第74页 |
| 5.5.4 Establishing a Stable, Professional or Part-time Lecturer Team | 第74-75页 |
| 5.5.5 Diversified Forms of Training | 第75-76页 |
| CHAPTER VI SUMMARY AND PROSPECT | 第76-78页 |
| 6.1 CONCLUSIONS | 第76页 |
| 6.2 INSUFFICIENCIES OF THE RESEARCH | 第76-77页 |
| 6.3 PROSPECT OF THE RESEARCH | 第77-78页 |
| REFERENCES | 第78-83页 |
| APPENDIX QUESTIONNAIRE | 第83-90页 |
