Research On The Influencing Factors Of Employee Engagement In IT Enterprises

As market competition intensifies, more and more enterprises realize that human resources have become the key business resource to gain competitive advantage and achieve strategic objectives. For enterprises retaining an invincible position in competition, we must effectively motivate staff, increase staff motivation and improve employee performance to improve enterprise performance. In such a background, the concern from business sectors and academic research communities about employee engagement is growing. As many facts and studies show that:employee engagement plays an extremely significant effect on the enterprise performance. Moreover, employee engagement impacts some key indicators relating to corporate performance, such as production efficiency, profitability, customer loyalty and satisfaction, employee retention rates, which has become an important indicator of the measurement of human resource management.Employee engagement is obviously important to enterprise, especially for IT enterprise highly dependent on the "people". This is because IT enterprises are unique comparing with enterprises in general. Its main business is the people's intellectual resources; core competence is people-carrier. Since the enterprise's core resources and core technologies are embedded in the minds of employees, then if the low level of employee engagement, it will necessarily impede the normal development of enterprises. Therefore, the fostering and maintaining a high level of employee engagement for the survival and development of IT enterprises play a crucial role.But, in China, the status of IT enterprise employee engagement is worrying. A survey on view of the employee engagement by GALLUP Co.Ltd demonstrated that IT industry's devotion to work is lower than the national average. Therefore, enhancing IT employees'devotion is of extremely urgent. In this context, it is necessary to find out what could drive devotion of employee engagement of the IT enterprises. On the basis of reference to the research from home and abroad, according to the relationship of labor contracts and psychological between staff and enterprises, the paper divides the employee engagement into two dimensions containing working engagement and organization engagement. This paper, based on our IT staff, through a questionnaire to investigate the engagement circumstances, then the use of empirical study, not only discusses the different factors and the relationship between the overall level of engagement, but also different factors were analyzed with the dedicated staff the relationship between the degree of each dimension. Supposing constant factors, according to reading, understanding and comprehensive analyzing relative documents, the author divides factors into personal, organizational and social ones, and studied different levels of each factor's relationship with the employee engagement, finally, according to the study conclusion, provides strategic guidance to IT enterprises to enhance employee engagement from individual employees, business organizations, social environment.This paper is divided into six chapters:The first chapter briefly describes the background, purpose and significance of the study, summarizes the research methods used in this paper, introduces the research ideas, framework, and innovation. The second chapter introduces the study of employee engagement based on two theories: contract theory and incentive theory, and then introduces the research briefs on concepts of employee engagement, dimensions, factors from home and abroad, and finally explaines distinctions and relations between the concepts of Staff engagement and employee satisfaction, job involvement. In the third chapter, according to the related theory and research, defines the variables involved in this study, treats the employee engagement as a two-dimensional structure composed of job engagement and organization engagement, the factors are classified as personal factors, organizational factors and social factors. Then, building IT enterprises models of employee engagement factors on that basis, and questionnaire designs and surveys. The fourth chapter principle analyses the overall level of employee engagement in the IT enterprises, and the relationship between employee engagement groups and demographic characteristics in IT enterprises. Chapter V discusses relationship between individual factors, organizational factors and social factors and dimensions of employee engagement used empirical analysis at different levels, the results show that the effective factors of job engagement and organization engagement have different. Chapter VI of the paper, based on the conclusion of the previous study, Suggestions put forward from individual employees, business organization, and social environment, and points out the limitations of this study and future research outlook.I hope the conclusions of this paper about enhancing employee engagement could provide some references and help for development of countermeasures by IT enterprises and their managers.