中国人力资源同业公会开展组织环境与员工忠诚度研究
Integrity has direct implication for practical HR management and for brand enhancement. In other words, the basic honesty, fairness and professionalism demonstrated in how the employees approach their work activities with staff and colleagues or clients the organization serves each day will significantly influence the business growth and even determine the fortune of an organization.
员工忠诚度对于人力资源管理实务以及企业品牌建设有着直接的作用。组织的工作人员在处理日常工作过程中，与下属、同事及外部客户的交往中，所展现的诚实、公平以及专业度，对于组织的业务发展起着至关重要的影响，甚至决定着企业未来的生存。

Integrity is often mentioned in policy statements and documents, embodied and enacted through recruitment policy, communication of core values and basic principles, workplace rules or codes of best practice, reinforced and disseminated through staff training and managers who "walk the talk".
员工忠诚度常常被写入组织的口号及文件，并通过颁布实施的例如招聘体系、核心价值观的沟通、公司的根本制度、内部的各种规章或行动准则等方式得以体现。而通过培训以及管理层自身的行为，忠诚度将得以传播并强。

HASA believes that to measure environments of integrity is of great value for its members and such researchs will offer precious intelligence and practice sharing for HR counterparts.
中国人力资源同业公会认为，如何衡量组织环境与员工忠诚度的关系有着不同一般的意义。公会计划组织开展此项研究，为公会会员及业内同行提供珍贵的信息及实践分享。

HASA will cooperate with Dr. Tom Cockburn from Henley Business School of Reading University, and Mr. Edgar Wilson, from Waikato Institute of Technology to prepare a questionnaire with 24 questions under 12 themes. We will attempt to arrange an on-line interview at which researchers metioned below will be present.
为此，公会将协同英国雷丁大学亨利商学院Tom Cockburn博士及新西兰怀卡托技术学院的Edgar Wilson一起开展本次研究。
本次研究将以调查问卷形式开展。研究小组将会准备一份包含12类、24个问题的问卷，并通过与受访人在线面谈的方式来进行。每