在風湧詭譎的經濟環境下，面對日益激烈的市場競爭，現代企業對於人力資源的依賴更加強烈，尤其渴望培育一支高度敬業的員工隊伍。在新形勢下，以知識密集型企業為代表的現代企業更加關注于員工敬業度問題，並且想方設法地激勵員工投身於工作實務中。可是，雖然企業界高度重視員工敬業度，企業人力部門更是將其列為員工管理的“頭等大事”，但是學術界對於員工敬業度問題的研究並不深入，至今尚未建立科學的理論體系，致使企業在員工敬業度管理實踐中缺少理論指導。

企業最常應用的員工激勵措施就是提供物質獎勵，這一手段確實能夠收穫一般員工的支持，但是卻無法滿足知識型員工的需求，這是因為知識型員工的奮鬥目標並不局限於物質報酬，還包括個人價值、職務晉升、精神滿足等。本文意在剖析知識型員工敬業度的構成維度，繼而編制出更為科學地員工敬業度量表，並且分析了影響員工敬業度的相關因素，結合實證研究制定出一系列改善建議，以期為企業改善工作氛圍、提高員工敬業度提供理論指導。

本研究綜合運用了管理學、心理學、統計學等學科的研究方法，具體包括四種方法：（1）調查法，即通過專家訪談，問卷調查等方法收集來自各類企業的員工敬業狀況和工作氛圍資訊；（2）規範定義方法，即採用規範定義的方法準確地界定員工敬業度和工作氛圍的概念及內涵是實現研究的先決條件；（3）資料分析方法，即引用多種資料分析方法進行量化研究，包括描述性分析、因子分析、差異分析等，這為研究知識型員工敬業度構成和影響因素提供了依據；（4）案例法，即選取一個具有代表性的案例，通過分析工作氛圍改進前後的員工敬業度狀況，採集不同時間點的資料和典型事件，驗證論文研究的結論。

論文的主要研究內容包括五部分：第一，構建知識型員工敬業度模型，開發員工敬業度測評工具。本研究構建了符合中國本土企業背景和理論發展方向的員工敬業度多維模型，據此開發敬業度測評工具。第二，修訂工作氛圍的測評工具。這一部分在對文獻進行詳盡分析的基礎上，從多個層面修訂前人研究成果，構建新的工作氛圍測評工具。第三，討論知識型員工敬業度的影響因素。這部分在研究當代我國企業員工工作特徵、需求特徵以及鼓勵要素的基礎上，探討知識型員工敬業度影響因素。第四，探討調節變量對工作氛圍對知識型員工敬業度關係的影響。這一部分在不同的薪酬滿意度、工作興趣、工作資源、員工職業發展和企業發展狀況下，研究企業如何提升知識型員工的敬業度。第五，研究工作氛圍對知識型員工敬業度的影響機理。以多家企業的相關資料作為樣本，利用SPSS軟體進行量化分析，通過多元線性回歸分析方法，探究工作氛圍各維度對於知識型員工敬業度的影響機制，繼而找尋到有助於提升知識型員工敬業度的工作氛圍改進辦法。

In the treacherous economic environment, in the face of increasingly fierce market competition, modern enterprises rely more on human resources, especially eager to cultivate a highly dedicated staff. In the new situation, modern enterprises, represented by knowledge intensive enterprises, pay more attention to the problem of employee engagement, and try to encourage employees to participate in work practice. However, although the enterprise attaches great importance to employee engagement, and the human resources department of the enterprise has listed it as the "top priority" of employee management, the academic research on employee engagement is not in-depth, so far no scientific theoretical system has been established, resulting in the lack of theoretical guidance in the practice of employee engagement management.

The most commonly used incentive measure for employees in enterprises is to provide material rewards, which can obtain the support of ordinary employees, but can not meet the needs of knowledge-based employees. This is because the goal of knowledge-based employees is not limited to material rewards, but also includes personal value, job promotion, spiritual satisfaction, etc. The purpose of this paper is to analyze the component dimensions of knowledge-based employee engagement, and then work out a more scientific employee engagement measurement table, and analyze the relevant factors that affect employee engagement, combined with empirical research to develop a series of improvement suggestions, in order to provide theoretical guidance for enterprises to improve working atmosphere and employee engagement.

The research methods of management, psychology, statistics and other disciplines are comprehensively used in this study, including four methods: (1) survey method, i.e. through expert interview, questionnaire survey and other methods to collect information about employee engagement and working atmosphere from various enterprises; (2) model definition method, i.e. using standard definition method to accurately define employee engagement and working atmosphere The concept and connotation of "knowledge-based employee engagement" is the prerequisite for the realization of the research; (3) data analysis method, which refers to the use of a variety of data analysis methods for quantitative research, including descriptive analysis, factor analysis, difference analysis, etc., which provides a basis for the study of the composition and influencing factors of knowledge-based employee engagement; (4) case method, which is to select a representative case and analyze the working atmosphere Around the employee engagement before and after the improvement, collect data and typical events at different time points to verify the conclusions of the paper.

The main research content of this paper includes five parts: first, build a knowledge-based employee engagement model and develop an employee engagement evaluation tool. This study constructs a multi-dimensional model of employee engagement which is in line with the background and theoretical development direction of China's local enterprises, and develops engagement evaluation tools accordingly. Second, revise the assessment tools of working atmosphere. In this part, based on the detailed analysis of the literature, the previous research results are revised from multiple levels, and a new working atmosphere evaluation tool is constructed. Thirdly, it discusses the influencing factors of knowledge workers' engagement. In this part, based on the study of the working characteristics, demand characteristics and encouraging factors of the employees in Contemporary Chinese enterprises, the influencing factors of the knowledge-based employee engagement are discussed. Fourth, to explore the influence of adjustment variables on the relationship between work atmosphere and knowledge-based employee engagement. This part studies how to improve the engagement of knowledge-based employees in different pay satisfaction, work interest, work resources, employee career development and enterprise development. Fifthly, study the influence mechanism of working atmosphere on knowledge workers' engagement. Taking the relevant data of many enterprises as samples, using SPSS software to carry out quantitative analysis, through multiple linear regression analysis method, to explore the influence mechanism of various dimensions of working atmosphere on the engagement of knowledge-based employees, and then to find the improvement method of working atmosphere which is helpful to improve the engagement of knowledge-based employees.