The Research Of Relationgship Between Both-sides Commitment And Employees Engagement Of Knowledge

With the development of knowledge economy,creative knowledge work become the ceonomic era the main forms of work,knowledge works will become the core business to create and maintain key elements of competitiveness.However, nowadays nearly no enterprise call promote sustainable and long-term development only through enhancing the satisfaction of its employee, for their needs and expectations are under constant changes. It is the employee engagement that directly make for the success of an enterprise. High employee engagement exerts the greatest influence on the performance indicator which is one of the major concerns of an enterprise. Therefore, only by avoiding brain drain and improving the employee engagement carl arl enterprise function and operate in an effective and sustainable way. way. Results of investigations revealed that in China employee engagement is not high in general, the purpose of our study is to explore how employee engagement is influenced by Both-sides commitment and find ways of upgrading it.Theory of employees organizational relationships that based on social exchange is a trend in academia, although the research on employee engagement early start, and also achieved fruitful results.But related studies have focused on the Psychological Contract, Organizational Commitment and Perceived Organizational Support so that most of the literature only from a single perspective to study employee engagement.the purpose of study is to investigate the relationship between the Both-sides Commitment and Employee Engagement. In theory, the study be able to provide additional to Employee Engagement in China, and provide useful support for the relationship between employees and organization in further understanding.With collation and analysis of literature,the study determine the relationship between Employee Engagement and Employee Commitment, Perceived Organizational Support.This will conribute to change ideas and management of enterprise managers to develop measures and improve Employee Engegement and business perforce. So this research has important practical significance.By using the independent-samples T test, linear regression and pearson correlation analysis, the result indicates that Employee Engagement is significantly different among the employees’age, sex, the status of marriage, and the time of work; Both-sides commtiment are positive with Employee Engagement, and Perceived Organizational Support is the strongest positive with Employee Engagement. Based on the results,this paper provide appropriate management strategies to improve Employee Engagement and reference of management form the theoretical and practical to enterprise.