A Study On The Relationships Among Job Characteristic, Psychological Capital And Employee Engagement

With the vigorous development of knowledge and information, business managers gradually realized that employee could help to get organizational performance and competitive edge as they are the carrier. Studies show that employee engagement has become an important indicator to measure enterprise management efficiency and employee loyalty, also, a key factor related to the ability of the sustainable development of business. Therefore, employee engagement is becoming one of the popular items to be focused on. The paper creatively combine the variables of job characteristics, psychological capital and employee engagement to enrich the study on antecedent of employee engagement and validate the mediator effect of psychological capital, moreover, the clarification helps to provide the path effectively raising employee engagement which make the employee fully demonstrated the initiative and high performance with enjoyable experience and self-realization.The writer investigated the relationships among job characteristics, psychological capital and employee engagement through collecting questionnaires and make factor analysis, correlative analysis and regression analysis on the data by using SPSS, then make the conclusions shown below:(1) For job characteristics and its five dimensions, there are remarkable difference to different extent in marriage, age, education, job title and working experience.(2) The five dimensions of job characteristics have positive correlation with psychological capital and employee engagement, psychological capital also have positive correlation with employee engagement.(3) Feedback, task significance and task identity of job characteristic can strongly predict the employee engagement; feedback and task identity can predict the psychological capital.(4) Psychological capital plays a mediator role between feedback and employee engagement, also between task identity and employee engagement. The feedback and task identity can influence the employee engagement through psychological capital.