Job Stressors, Organizational Support Perception And Work Put Into The Relationship

Nowadays, the issue of job stress has already been paid high attention widespread by the whole society. Serious job stress could not only endanger employees' health, but also affect their work engagement in different degrees, and then impact the effectiveness of the whole organization. With increasingly growth of the population of knowledge employees after 1980s in enterprises, and such employees will become core staffs in enterprises, the management of their job stress must be paid more and more attention in the future.Under this background, the study tries hard to explain the structure of job stressor of knowledge employees after 1980s, and explore the definite mechanism that how perceived organizational support act between job stressor and work engagement, through inspecting the relationship among job stressor, perceived organizational support and work engagement of employees under the background of China's culture.Through interview research and questionnaire of knowledge employees after 1980s, this paper uses "The Statistical Package for Social Science 13.0" (SPSS 13.0) as the tool to analysis the data after survey. The statistical analysis contains fiducially test, validity test, description statistic, correlation analysis and multivariate stepwise regression. According to the result of statistical analysis, job stress can be divided into tow parts. One is inside stress, which includes just one dimension---job itself, and another is out side stress, which includes four dimensions---career development, organizational management, organizational environment and role stress. Significant differences exist between inside stress and outside stress. Inside stress is significantly positive correlated with perceived organizational support and work engagement, while outside stress' affect is in the opposite way. Moreover, how perceived organizational support act in the relationship of inside stress and outside stress with work engagement are different. The study indicates that perceived organizational support plays a more important role as a moderator in the relationship between inside stress and work engagement, while it plays more like a mediator in the relationship between outside stress and work engagement.After the study, we hope that the results of the paper can help enterprises reinforce the pertinence of stress management of knowledge staffs after 1980s, and improve employees' work engagement and organizational performance.