Study On Engagement Of Staff Of Chengdu Human Resources And Social Security Bureau And Its Influence Factors

The service quality of government service windows is the important channel for the masses to perceive government image, and the engagement level of government staff plays decisive role in the service quality of service windows. Therefore, the improvement on government staff engagement plays essential role in the construction of service-oriented government.Therefore, taking staff of Chengdu Human Resources and Social Security Bureau as research object, this paper hopes to search the composition dimensionalities of government staff engagement via survey. This paper applied three categories of research methods, concretely including: 1. literature research method, mainly applied in the establishment on element library of government staff engagement and exploration on its influence factors. 2. Survey research method, multiple survey researches such as questionnaire survey, face-to-face interview, expert consultation, and field survey were conducted on the overall research process. 3. Statistical analysis method, this research mainly applied SPSS statistical software and LISREL structural equation model software to conduct multiple statistical analysis(such as factor analysis, reliability and validity analysis, descriptive statistics and variance analysis) on survey data, so as to explore the rules behind data and provide data support for theory formed via survey.This research mainly consists of five stages: 1. Understanding the cognition of staff of Chengdu Human Resources and Social Security Bureau on engagement and establishing targeted staff engagement element library via interview and open-ended questionnaire on excellent staff. 2. Integrating the corresponding engagement behavior of element library, forming engagement scale, conducting trial testing, and establishing staff engagement model basing on trial testing data analysis. 3. Understanding the viewpoint of staff on influence factors of engagement, and forming variable categories including independent variable, dependent variable, and moderating variable on influence factors as per subject differences, and meanwhile forming questionnaire on influence factors. 4. Integrating two questionnaires, conducting questionnaire on entire staff, analyzing data and presenting staff engagement conditions. 5. Seeking method in improving staff engagement via relevant analysis on influence factors and engagement.We formed the following conclusions via above research: 1. engagement modelincludes three dimensionalities(job involvement, organization identification, and common development) totaling 27 elements. 2. Influence factors of staff engagement include 6 dimensionalities(organization atmosphere, remuneration factor, job interest,job resources, career development, and organization development). Of which,organization atmosphere under key research can be subdivided into explicitness,enterprising spirit, award, flexibility, and cohesiveness. 3. The average score of engagement of Chengdu Human Resources and Social Security Bureau was 3.89, and dimensionality ranking was respectively “job involvement” > “organization identification” > “common development”. The overall engagement level was above average as compared to that of other government departments. 4. In influence factors of engagement, the influence of individual characteristics on engagement was not significant, and the overall organization atmosphere level belonged to good category as compared to that of other government departments. 5. The average score of organization atmosphere was 3.87, and the overall organization atmosphere also belonged to good category as compared to that of other government departments. Organization atmosphere and staff engagement had high positive correlation, and the correlation coefficient was 0.755. The influence of sub-dimensionalities on engagement from low to high was: explicitness, flexibility, enterprising spirit, award, and cohesiveness. 6. In moderating variables, remuneration improvement can strengthen the influence role of organization atmosphere on staff engagement; weakening of job interest can enhance the influence role of organization atmosphere on staff engagement; the lower the organization maturity, the stronger the influence role of organization atmosphere on staff engagement shall be. 7. As per survey data and the actual conditions of Chengdu Human Resources and Social Security Bureau, this paper proposed the suggestion on upgrading staff engagement via improving five dimensionalities of organization atmosphere, and the concrete measures include: improving organization cohesiveness,establishing fair and just award and punishment mechanism, encouraging staff to be bold in innovation, defining the expectation to staff, and offering effective authorization on staff.