A Research On The Relationship Between Psychological Capital And Engagement Of The New Generation Employees

New generation employees are grew up with reform and opening up policy and the rapiddevelopment of Chinese economy. In recent years, they have gradually become the backbone ofthe enterprises, and take more and more important position in the workplace. Due to the newgeneration employees’ growth environment quite different from previous generation, theirpersonality traits, values, and so on has significant differences compared with the predecessors.They have both positive and negative attitude in the work, and showed of low engagement. Weemphasized the influence of compensation, leadership and management level on engagement,while pay a little attention to the positive mental ability that drive employee’s engagement. Fornew generation employees, they are under great work pressure, lack of continuous motivation,thus affecting their engagement and performance. Relevant theory has showed that engagementis an important outcome variable of psychological capital, and psychological capital is also animportant internal variable of engagement. At present, the empirical research of these twovariables’ relationship is less. In addition, either employee’s psychological capital has a directeffect on the engagement or affects engagement through some intermediate variables, or thesetwo kinds of influence are both exist, this calls for further study and discussion.In this study, we make the new generation employees as the research object. The paperconstruct the impact model of psychological capital and employee engagement based onpsychological capital theory, the theory of perceived organizational support and employeeengagement theory. Using interview and open questionnaire, referring to the past relatedquestionnaire at home and abroad, compiled the questionnaire of this study. Send out thequestionnaire to226new generation employees in Hangzhou, Hefei and Suzhou and so on.Through the analysis of variance, correlation analysis, regression analysis and other statisticalanalysis methods, the paper gets the results as follows:First，Through exploratory factor analysis, the paper conclude that the new generationemployees’ engagement is composed of job involvement、organizational identification andactive participation. Descriptive statistics conclude that new generation employees generallyshow higher job engagement than organization engagement.Second, the new generation employees’ psychological capital, perceived organizationalsupport and engagement have differences on the demographic variables. Enterprises should takethe differences of the employees’ background factors into considered in the process ofmanagement, and then formulate pointed measures. Third, the new generation employees’ psychological capital as a whole and its variousdimensions has significant positive correlation with engagement and its each dimension. Theinfluence of psychological capital as a whole is much greater than each single dimension.Firth, Step by step linear regression analysis’ results showed that, perceived organizationalsupport’s two dimensions supervisor support and colleagues support have dramatic positivemoderating effect on the relation between psychological capital and engagement, well, thesystem support’moderating effect is not significant.Through the theoretical analysis and empirical research, the paper verifies the relationshipbetween the new generation employees’ psychological capital, the perceived organizationalsupport and engagement. The research results not only enrich the theory of positiveorganizational behavior and positive psychology, provides constructive Suggestions for improvenew generation’ engagement, but also have studied and discussed the existing problems andfuture research direction.