Research On Structure And Influencing Factors Of IT Industry Employee Engagement

With the in-depth development of the organizational behavior science and human resource management, more and more practice and studies have shown that it can't bring the long-term development of the organization only by improving employee satisfaction. The employee engagement could be the key reason leading to business success. As the former GE CEO Jack-Welch said, "any company which wants to win in competition must seek to enable every employee to engage". The significant influence of employee engagement on business performance triggered a wave of research on it. Especially in the domestic, Chinese employee engagement which is needed to be raised has become a point of more and more scholars and business managers'attention. Currently, as the industry's peculiarities, more and more IT enterprises have faced with many management problems, such as the high rates of staff turnover, existing staffs low motivation, creative difficult to develop, and so on. How to keep the core staff and how to effectively improve the core technical staff's engagement have become an important strategic issue which IT companies must consider.On the basis of reviewing a large number of related literatures, this study has focused on the structure of the IT industry employee engagement and its influencing factors, in order to enrich the theory research of internal employee engagement, and to provide a useful guide of improving employee engagement in practice. Our major research objectives include:firstly, we will make sure the concept of engagement, and build the structural model of IT industry employee engagement and verify it; secondly, we want to explore the influencing factors of the IT industry employee engagement; thirdly, we will explore differences of the different factors' influence on IT industry employee engagement and its dimensions; fourthly, we will explore the differences of IT industry employee engagement and its various dimensions on the demographic variables; fifthly, to provide proposals for improving the IT industry employee engagement.This study referenced results of previous studies and the first-hand information obtained by interview, and built a structure model of employee engagement. Then based on the theoretical model, we designed questionnaire of employee engagement and its influencing factors which has good reliability and validity. We analyzed the obtained data using a variety of mathematical statistical methods, such as factor analysis, independent samples T test, single-factor analysis of variance, correlation analysis, regression analysis, and got the following conclusions. First, IT industry employee engagement has a multi-dimensional and multi-level structure. Its first level dimensions can be divided into job engagement and organization engagement; and the second level dimensions can be divided into "job-emotion", "job-input", "organization-emotion" and "organization-input". Second, the existing IT industry employee engagement is a mid to upper level, and the job engagement is higher than organization engagement. Third, the IT industry employee engagement and its various dimensions are different on some demographic variables, such as marital status and management-level. Fourth, there is a significantly positive correlation relationship between the four influencing factors (job attraction, organization support, leadership support and interpersonal relations) and the IT industry employee engagement and its various dimensions. Besides, the prediction effect of the different factors on the engagement is different. Specifically speaking, job attraction has the best prediction effect on employee engagement, followed by organization support, interpersonal relations and leadership support. Organization support's prediction effect on organization engagement is best, followed by job attraction, leadership support and interpersonal relations. Among the four factors, only job attraction and interpersonal relations have the significant prediction effect on job engagement, and job attraction's prediction effect is better.Basis on the research conclusion and the reality of IT industry, this article concludes with four basic principles and five specific measures to help IT enterprise to improve and enhance its employee engagement. The four basic principles are "distinguish between job dimension and organization dimension when evaluating employee engagement", "pay attention to both job engagement and organization engagement", "select the best way to improve employee engagement according to the actual situation", "according to the individual situation of staff to carry out targeted management of employee engagement". The five specific measures are "strengthen the meaning of job and achieve the match of staff and position", "establish a sophisticated incentive and promotion mechanisms, and timely recognized the contribution and value of staff","provide learning or training opportunities, promote the employees and company to grow together", "improve the leadership way" and "create a harmonious working atmosphere"...