代写assignment：工作投入和工作结果的关系
一些研究和理论研究了工作投入和工作结果之间的关系，包括离职意图和偏差行为。与工作敬业度相关的其他关键方面、缺乏敬业度的原因以及组织内部对提高工作敬业度非常重要的因素，都是以往研究的研究主题。但是，目前还没有基于员工层面的工作敬业度和组织层面的生产率影响因素以及偏差缺失两个因素进行研究。
代写assignment：工作投入和工作结果的关系
我们进行了多项研究，分析员工工作投入对人力资源实践的影响，例如工作满意度、工作投入和生产力。这些研究表明，工作投入与这些方面之间存在正相关关系。然而，帕克和格里芬(2011)认为，上述推论可能并不总是正确的，低工作投入并不一定意味着低水平的期望工作投入。工作环境中还有其他资源提供缓冲，以补偿低水平的工作投入。
目前，shantz、Alfes和Latham的研究主要集中在组织支持知觉(POS)，它是一种可以弥补低水平工作投入的组织资源。本研究结合资源理论、契约理论和社会交换理论完成研究。
代写assignment：工作投入和工作结果的关系
Several studies and theories have studied the relation between work engagement and outcomes at work which include turnover intentions and deviant behaviors. Further key aspects related to work engagement, reasons for lack of engagement and the factors from within the organization that are important for increased work engagement have been the research topics in the previous studies. However, no study has been conducted based on two factors, which are work engagement at the level of employee and the organizational factors contributing to the productivity and lack of deviation.
代写assignment：工作投入和工作结果的关系
Several studies have been conducted to analyse the impact of employee work engagement on aspects related to HR practices such as job satisfaction, work engagement and productivity. Such studies state that there is positive relation between the work engagement and these aspects. However, Parker & Griffin (2011) argued that the above inference may not always be true and low work engagement does not necessarily mean low level of desired work engagement. There are other resources in work environment provide buffer to compensate for the low level of work engagement.
The present study byShantz, Alfes and Latham primarilyfocus on perceived organizational support (POS) as an organizational resourcethat may make up for a low level of work engagement. This study takes into consideration the resource theory, engagement theory and social exchange theory to complete the research.