Study Of The Relationship Among Job Stress, Percieved Organizational Support And Job Engagement In State-owned Construction Enterprise

With the accelerated pace of urban life, job pressure has become a popular topic in the society. Correspondingly, how to guide employees to manage the stress properly from the perspective of positive psychology has become an important branch in human resource management. Based on this background, the study is done by researching the job stress, perceived organizational support and job engagement of employees in state-owned construction enterprises. The purpose of the study is to explore what’s the job stressors of employees in state-owned construction enterprises? How’s their job engagement? How perceived organizational support works between job stress and job engagement. Thus we can find suitable ways to manage job stress.This paper firstly reviews and summarizes the previous literatures. Based on the studies, a questionnaire is designed for employees in state-owned construction enterprises. Then investigations are carried out. The survey data are analyzed by SPSS statistical software. By factor analysis, correlation analysis, regression analysis and other methods, we find that:(a) The job stress of employees in state-owned construction enterprises mainly comes from six aspects:interpersonal, salaries and promotion, conflicts between work and family, abilities non-adapt to the job, job properties and feeling of job crisis. Among them, stress comes from job properties is a only one positive pressure which has a positive effect on job involvement. And the remaining five ones all have negative effect on job involvement.(b) Individual characteristics of the employees plays a part in job stressors, perceived organizational support and job engagement.(c) Perceived organizational support plays an intermediary role between job stress and job engagement.Finally, based on the research findings, the paper gives advices to both employees and enterprises about how to manage job stress properly.