美国代写Essay：敬业员工对工作态度的研究意见
尽管有些人认为敬业的员工对自己的工作角色有积极的信念，但也有其他人持不同意见，比如珀塞尔等人(2003)。他们认为，员工的参与只有在员工之间以及管理层对实质问题有高度真诚的责任分担时才有意义(Macey et al.， 2008)。Truss et al.(2010)对CIPD进行的调查表明，员工的声音强化也可以导致员工敬业度的不同，因为它可以提高员工和公司的绩效。
美国代写Essay：敬业员工对工作态度的研究意见
Truss等人(2006)也认为，员工参与的一个关键原因在于，员工应该有机会以向上的方式提供他们的看法。根据他们的调查，目前很多公司都没有成功做到这一点，因此，很多员工都觉得他们没有机会表达自己的想法，他们没有参与到决策的过程中。与此相反，Towers等人(2012)发现，雇主恰当地提出努力，让员工在工作中拥有自由的决策意愿。在他们的研究中，65%的参与者支持这样一个事实，即他们有一个适当的权威来做决定，以适当的方式做他们的工作。
美国代写Essay：敬业员工对工作态度的研究意见
Even though some argue that engaged employees are the ones with positive belief for their job roles, there are others who have argued otherwise such as Purcell et al. (2003). They have suggested that engagement of employee is meaningful only when there is a highly genuine responsibility sharing between employees as well as management over substance issues (Macey et al., 2008). The survey of CIPD prepared through Truss et al. (2010), suggested that employee voice strengthening can also result in making a difference for employee engagement as it leads towards higher performance of an employee and company.
美国代写Essay：敬业员工对工作态度的研究意见
Truss et al. (2006) have also argued that one of the key employee engagements causes lies in the fact that employees should have the chance of feeding their perceptions in upward manner . It was concluded by their survey that presently various companies haven’t been successful to do this and as a consequence, various employees are of the feeling that they do not have opportunities for expressing their notions and they aren’t involved within the process of decision making. On the contrary, Towers et al. (2012) found that efforts are properly put forward by employers to do well in allowing employees with the free will of making decisions with regard to the jobs. In their study, 65 per cent participants were in favour of the fact that they had an appropriate authority for decision making for doing their job in a proper manner.
