在过去的研究中，对员工忠诚的概念进行了多方面的界定和解释。员工忠诚被认为是一种组织承诺，员工忠诚被测试对组织中员工的行为有影响(Meyer & Allen, 1991)。在以往的研究中，研究者一直试图提取员工忠诚的定义:员工忠诚——“对组织的依恋之情”;“一种归属感表现为‘希望留下来’”。此外，员工忠诚度——“也衡量了员工对工作的个人责任程度，以及他们寻找新工作的可能性有多大”(Wanda M. Costen & John Salazar, 2011)。员工忠诚——要求员工对组织做出心理承诺，对自己的工作职责、个人和组织目标负责。此外，人际信任的定义方式也不同。人与人之间的信任被定义为一个人所持有的一种广义的期望，这个期望可以依赖于另一个人或群体的承诺、口头或书面声明(Rotter, 1967)。过去，研究者只研究雇主与下属之间的信任，而忽略了同事之间的信任。事实上，人际信任关系不仅存在于管理层，也存在于同级之间。组织内个人之间和团队之间的人际信任有助于企业内外部关系的长期稳定;在以信任为基础的环境中工作可以增加员工的幸福感(John Cook & Toby Wall, 1980)。此外，千禧一代开始进入目前的就业市场，所以就业市场仍在变化。对员工满意度、人际信任和员工忠诚度的解释也在发生变化。此外，员工忠诚的概念也发生了变化:员工忠诚不仅意味着员工愿意长期留在组织内(Solomon, 1992)，而且员工也愿意努力工作，更倾向于留在组织内创造价值。
美国留学生HRM作业代写 企业忠诚度
The concept of employee loyalty was defined and explained in many dimensions in the past research . Employee loyalty was considered as an organization commitment and employee loyalty was tested to have an impact on employees’ behavior in an organization (Meyer & Allen, 1991). In the prior research, researchers have been trying to extract the definition of employee loyalty: employee loyalty – “affection for the attachment to the organization”; “a sense of belongingness manifesting as ‘a wish to stay’”. In addition, employee loyalty – “also measures to what degree an employee takes personal responsibility for their work, and how likely they are to look for another job”.Employee loyalty – requires employees make psychological commitment with organization and be responsible for their job duties, personal and organizational goals. Besides, interpersonal trust was also defined in different ways. Interpersonal trust has been defined as a generalized expectancy held by an individual that the word promise, oral or written statement of another individual or group can be relied on (Rotter, 1967). In the past, researcher study trust between employer and subordinate, ignoring the trust between peers. Actually, the relationship of interpersonal trust exists not only in the management level, but also peer level. Interpersonal trust between individuals and among team within an organization facilitates a long-term stability of internal and external relationship in a business; and working in a trust-based environment increase the well-being of employees (John Cook & Toby Wall, 1980). In addition, millennials start to run into the current job market, so job market is still changing. The interpretations of employee satisfaction, interpersonal trust and employee loyalty are also changing. Also, the concept of employee loyalty has changed: employee loyalty means not only employees are willing to stay in the organization for a long while (Solomon, 1992), but also employees are willing to work as hard and they are more prone to stay in the organization to create value.
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