Study On Employee Engagement In Company A From The Perspective Of Psychological Contract

As participants in the company’s production and operation activities,the employees have a great impact on the company’s operation and management level,and employee engagement has a direct impact on customer experience and market reputation,which plays a decisive role in the company’s market development and profit level.In recent years,the vigorous development of small and medium-sized enterprises(SMEs)has greatly promoted regional employment,economic development,and technological innovation.In the face of the impact of the global epidemic,continued downward trend of the global economy,and intensified domestic and international competition,it is a great new challenge for SMEs to further enhance their employees’ engagement.Company A is a first-rank company specialized in fire-fighting engineering,which is a typical SME.In this thesis,company A was taken as a research object.First,the thesis analyzed the current human resources situation in company A.The Gallup Q12 questionnaire evaluation method was used to investigate the current status of the employees’ engagement,and software SPSS 20 was used to scientifically analyze the data obtained from the questionnaire survey.Next,the thesis adopted the method of qualitative research(the semi-structured interview).20 employees were selected from the company for the interviews,and all key information were coded and recorded.Through questionnaire,the result found that the employees in company A have low scores of engagement in management support,teamwork and common growth,which means the recognition,sense of belonging and long-term development motivation of employees are insufficient.And the overall level of employee engagement in company A is in the high engagement group,but employees’ engagement in professional & technical posts and logistics posts needs to be further improved.Through interviews,the thesis summarized a series of reactions of employees under different psychological contract states.Combined with the employees’ previous engagement survey results,the thesis obtained the behavior model “the effects of psychological contract satisfaction and violation on employee engagement”.When facing with psychological contract satisfaction,employees generally choose to continue to work hard or appropriately reduce their own engagement.The different choices are influenced by internal and external factors,such as “the overall economic situation”,“their own career planning”,etc.At this time,the overall engagement level is high or extremely high.In the state of psychological contract violation,employees generally choose to remain silent or communicate with their leaders,and the overall level of engagement is quite different,which is greatly affected by the employees’ personal factors.On the one hand,the thesis found some employees who are usually younger or with shorter working years are more inclined to communicate with leaders.The results of communication usually affect their level of engagement: effective communication can comfort employees’ emotions and even stimulate them to have a better work motivation,which makes their level of engagement extremely high;ineffective communication will make employees reduce their engagement and even lead to turnover intention,which makes their engagement usually at a medium or medium-low level.And individual employees just express themselves through communication and are not affected by the results,showing an extremely high level of engagement.On the other hand,employees who are usually elder or with a longer working time tend to be silent.In this case,they generally reduce their level of engagement or tend to leave,and their engagement is usually at a medium or medium-low level.Only a few would maintain a high level of engagement in order to better prove their value.The thesis analyzes the dynamic influence of psychological contract on employee engagement from the perspective of qualitative research and also proposes specific measures to improve employee engagement from the perspective of psychological contract,which could further optimize company A’s management,enhance its’ cohesion,and improve the internal and external competitiveness.The research results can also be applied to more SMEs to help them fully optimize their work process and improve their management system.