ZHJ Nanjing Branch Employee Engagement Promotion Strategy

In recent years, employee engagement has become the focus of academic and business research. In China, the most populous country, the problem of low employee engagement is more prominent. Until2013, Chinese engagement is still lower than the global average level. As a typical Chinese state-owned enterprise, ZHJ Nanjing Branch is also low in employee engagement. Therefore, studying factors affecting employee engagement, understanding the deeper reason of ZHJ Nanjing Branch’s low employee engagement, to enhance employee engagement is of theoretical and practical significance. Academically, this study could help better understanding employee engagement and its antecedents; practically, this study could provide reference for management practices. Thus the employees could better play their active role in the organization management.Therefore, this paper studies the engagement conditions of ZHJ Nanjing Branch according to its specific circumstances. On the174valid questionnaires collected from ZHJ Nanjing Branch, this paper construct a Relational Model containing employee engagement, its antecedents and consequences, and then investigate to verify assumptions. The conclusions are as follows:(1) control variables such as gender, age, education level, marital status, work experience, job category, team Duration and team size have different effects on engagement, its antecedents and consequences;(2) ZHJ Nanjing Branch staff’s sense of word-family conflict, the authoritarian leadership of the supervisors, sense of demand ability fit, as well as sense of social support from friends and colleagues have no significant impact on employee engagement;(3) employees’pay satisfaction, benevolent leadership and moral leadership behavior of the supervisors, supplementary fit and needs-supplies fit of person-organization fit, and sense of social support from superior have significant positive impact on employee engagement;(4) employee engagement has significant positive impact on team performance, namely task fulfilled, members’satisfaction and members’ learning.