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Background背景
80年代和90年代出生的一代又一代人加入了中国市政工程行业，这对企业的管理提出了巨大的挑战，因为这些员工可能比他们的前任更加勤劳和顺从。过去的绩效管理体系可能无法有效调动员工的工作积极性。
More and more generations born in the 80s and 90s joined the Chinese municipal engineering industry, which has posed a great challenge to the management of the enterprises, because these employees may be less hardworking and obedient than their predecessors. Performance management system in the past may fail to effectively mobilize their enthusiasm at work.
随着企业向现代市场经济的发展，企业也需要改变传统的人力资源管理理念，企业需要与时俱进地树立新的理念，市政工程企业需要树立人的领导地位。企业资源管理，树立“以人为本”的管理理念，信任员工，尊重员工，依靠员工，充分挖掘自己的潜在员工，培养员工的创新思维，维护员工的真实利益，实现企业的统一。发展和员工发展目标（张，2015）。
With the development of enterprise to a modern market economy, the enterprise also need to change the traditional human resource management ideas, enterprises need to be in line with The Times to establish the new idea, municipal engineering enterprises need to set up the leading position of human resource management in enterprise, sets up the "people-oriented" management philosophy, trust staff, respect for employees, rely on the staff, fully tap their own potential employees, cultivating employees' innovative thinking, maintenance staff's real benefits, achieve the unity of the enterprise development and employee development goals (Zhang, 2015).
为提高市政工程企业的人力资源管理水平，建立一套完整、合理、科学的人力资源管理体系是其基础（华纳，2012）。充分利用ERP信息管理系统，如企业人力资源的结构、分布的建设、信息的收集和组织、建立完善的人力资源信息网络、企业人力资源管理的职责等。NT工作详细规划，制定科学的人力资源评价标准体系，使企业在科学工作的人才选拔、培训、使用、管理和评价等方面（欧阳、刘、张，2016）。企业的竞争是人才的竞争。市政工程公司需要加强员工培训，以在当今竞争日益激烈的市场中站稳脚跟（Jian&Rong，2015年）。
To improve the human resource management level of municipal engineering enterprises, the establishment of a complete, rational and scientific human resource management system is its foundation (Warner, 2012). Make full use of the ERP information management system, such as the structure of enterprise human resources, construction of the distribution to collect and organize information, establish the perfect human resources information network, the responsibility of the enterprise human resources management work detailed planning, formulate scientific human resource evaluation criteria system, make enterprises in talent selection, training, use, management and evaluation of scientific work (Ouyang, Liu & Zhang, 2016). The competition of enterprises is the competition of talents. Municipal engineering companies need to strengthen staff training to gain a firm foothold in today's increasingly competitive market (Jian&Rong, 2015).
Research questions/objectives
The aim of the research is to find out the influence of the performance management reform on employee engagement in the Chinese municipal engineering industry.
The main objective of the proposed dissertation
-To find the status of performance management and employee engagement in the industry and the relationship between them;
-To explore how to improve employee engagement by performance management reform
The main questions are listed as follow:
Whether there is statistical correlation between the performance management and employee engagement in the industry?
From a theoretical and practical perspective to explain why there is a statistical correlation between them;
Method
Studies have pointed out that a reasonable performance management system has a positive effect on improving employee engagement, and there is a significant positive correlation between the two. It shows that it is theoretically feasible to improve employee engagement through performance management reform. However, past studies neglected the influence of cultural factors in the process of performance management on employee engagement. Chinese enterprises and employees have their own unique cultural background. How to improve employee engagement through performance management reform in the context of Chinese culture is a valuable and challenging subject.
The data used in this study will include data used to evaluate the performance of the Chinese municipal engineering, data used to evaluate the employee engagement of Chinese employees, and data used to explain the correlation between the two
Second-hand data is collected through authoritative databases of professional journals and data, as well as government reports, including the library database of my university like OECD Statistics. In addition, there are no academic resources related to the research aim.
The method of grounded theory is mainly to use the systematic procedure to develop and induce the grounded theory in a certain phenomenon. The so-called grounded theory refers to the result of the analysis of the phenomenon by inductive method, and has been verified by the data temporarily.
Grounded theory is a way to connect theory with experience, abstract and concrete. Instead of having a theory to verify it, the person who USES the grounded theory has a field to be studied and then constructs concepts and theories in the field through grounded theory. In addition, based on the research and application of grounded theory, it is concluded that the grounded theory mainly consists of five operating procedures: generating concepts from data and logging in step by step; Constantly comparing information and concepts, systematically inquiring about generative theories related to concepts; The new concept of development theory establishes the relation between concept and concept; Theoretical sampling, systematically decoding the data; The construction theory strives to obtain the density, variation and high degree of integration of theoretical concepts.
It is worth noting in the process that data collection and data analysis are performed synchronously. This sampling method is also called theoretical sampling. Theoretical sampling is a kind of based on the theory has been formed by certificate or associated with the sampling, based on the concept of do emphasize again collection side coding analysis, in the process of gradually formed conceptualizations, adjust the sampling point according to the conceptual level, determine the sampling objects as well as sample source and so on. Theoretical sampling focuses on the richness of the data, not the number of data.
The model takes into account the internal environmental problems of the enterprise, but the defect also does not involve the internal environment problems, and the management transplantation is still not involved. The analysis process of the data of grounded theory is a process of decoding, which is a process of decomposing information and recombining it in a new way. There are three stages in the analysis process of grounded theory: open coding, spindle coding and selective coding.
Open coding is the process of breaking up data, giving concepts and recombining them in new ways (concepts). The specific steps are mainly divided into three steps: labeling, conceptualization and categorization. Labeling is the process of breaking up the data and decomposing the data. The main methods are line by line coding, naming the phenomena, actions and events that appear in the data, forming labels. The preliminary conceptualization is to abstract the label according to certain principles and to belong to the concept; Conceptualization is the continuation of abstraction, classification and abstraction of the preliminary concepts that have been obtained; In the end, the concept is extracted and the category is extracted. Open coding transform complex huge data into one by one to facilitate the units of analysis, the conceptualization and category of the data that we can from the analysis and research of large data liberated to study various relationships between the concept, category and coupling. Need to pay special attention to the matter, in the process of the whole of open coding, if discovered that the label for refining cannot very good generalization or continue to have new concept generation, you should enrich data saturation grounded theory.
The main axis coding is the relationship between the categories of open coding and the relationship between categories and concepts, the connection is analyzed, the main category is developed, and the main category is analyzed in depth. There are two main ways to find the main category: model and network. Networking refers to further merge in front of the formation of the concept, category, and find and establish the relationship between the conceptual category, such as causality, situational relationship, time sequence, function, etc. Model model by the analysis of the conditions of the phenomenon (causal conditions and mediation), context (the category of the nature of the specific dimension index), and the actors to perform processing and after the use of strategies and use the results. We can use the conditions, context, strategies, and results of this phenomenon to better understand this phenomenon, and therefore, the phenomenon is the main category, while others are sub-categories. Selective coding refers to the concepts in the spindle analysis formed by numerous generic relationships, found that one or a few core concepts (story), abstract degree high, has the strong ability of generalization, and associated capabilities. These core concepts can focus many relevant concepts within a broad range of theories.#p#分页标题#e#
Criteria for evaluating proposal
Criteria in interpretative qualitative method are as follows: Trustworthiness, Credibility, transferability, dependability, and confirmability in the video.
Contribution
The author would like to research on the second-hand resource such as journals, newspaper and other academic resources to find out the results for the research aim. Besides that, the paper should reflect the author's original understanding and viewpoint on the research of objective things, and it should show new theories, new ideas, new methods, new theorems, and even fill the gaps in some fields. It can be succinctly and clearly stated in a few words. Of course, demonstrating this basic idea may require very rich material and complex reasoning. But this kind of creativity is measured in terms of the general knowledge of all human beings, and not limited to a narrow range. Creativity is a fundamental criterion for determining the value of a paper.
Bibliography
1. Ouyang, C., Liu, X. & Zhang, Z. (2016). Organizational and regional influences on the adoption of high-involvement human resource systems in China: evidence from service establishments.International Journal Of Human Resource Management, 27(18), 2058-2074. doi:10.1080/09585192.2016.1164220
2. Zhang, Z. (2015). Crowding Out Meritocracy? - Cultural Constraints in Chinese Public Human Resource Management. Australian Journal Of Public Administration, 74(3), 270-282. doi:10.1111/1467-8500.12146
3. Warner, M. (2012). Whither Chinese HRM? Paradigms, models and theories. International Journal Of Human Resource Management, 23(19), 3943-3963. doi:10.1080/09585192.2012.708161
4. Jian, C., & Rong, L. (2015). Generational Differences in Work Values in China. Social Behavior & Personality: An International Journal, 43(4), 567-578. doi:10.2224/sbp.2015.43.4.567
随着企业向现代市场经济的发展，企业也需要改变传统的人力资源管理理念，企业需要与时俱进地树立新的理念，市政工程企业需要树立人的领导地位。企业资源管理，树立“以人为本”的管理理念，信任员工，尊重员工，依靠员工，充分挖掘自己的潜在员工，培养员工的创新思维，维护员工的真实利益，实现企业的统一。发展和员工发展目标（张，2015）。
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