The Research On Relationship Between The Perceived Organizational Support And Employee Engagement Of Corporation Employees

In recent years, the "Labor Shortage" phenomenon has been expanding from the Pearl River Delta and Yangtze River Delta region to all areas of the country. As the rising of labor cost, the labor-intensive industry has been directly affected. Many people worry that when the demographic dividend disappeared, China’s economic progress will be severely impacted.Facing such an alarming situation, a great many of enterprises have begun to exploring new path for development. As the core competition advantage for an enterprise, the intangible asset is its own character and it is difficult for its opponent to carry off or copy. For most of enterprises, intangible assets are of great value, compared with accounting earnings and cash flow, earnings of intangible assets is a better barometer in measuring the company’s stock gains. Research has proved that dedicated staff is one of the largest part of the company’s intangible assets. When employee dedicated to work, there would be of dependence and commitment to the company both emotionally and mentally, which will lead to more efficient work, and more dedicated staff. Dedicated staffs have a strong sense of mission to the success of the enterprise, and will make all their efforts to make enterprise have a better development. As the developing of modern enterprises and increasing investment to the staff, the sense of pride and belonging will increase as well. We think this kind of interaction is the source of power in a healthy enterpriser.Therefore, how to improve the employee engagement has now become an urgent answer to reveal. In this essay, together with the situation of labor force in modern china, I will focus my research on the tremendous number of grass-roots workers, who are easily neglected and have high turnover rates and low replacement cost in most of the enterprises. However, as the grass-roots level is the largest group of people in every enterprise, and will ultimately affect the overall performance and development of the enterprise, hence, the research object of this article will targeted on service personnel’ at the grass-roots in the logistics industry, as they are featured as most of the grass-roots staff in common and is worth for deeper research later.In this paper, I will introduce the perceived organizational support and psychological capital as two psychological factors through literature research, by combing perceived organizational support, psychological capital and various elements dimensions of employee engagement, put forward the thesis of the analysis framework and model. After that, I will collect the data through questionnaires, using statistical software to test the research hypothesis proposed in this paper.The results shows that perceived organizational support, psychological capital and part of the employee engagement factor differs among education, working years and other demographic variables. It has also been proved that perceived organizational support and psychological has significantly positive influence on employee engagement, and prediction effect as well. Meanwhile, Psychological capital plays an intermediary role in the influence of perceived organizational support on employee engagement in the partial.According to the results of this research, this paper puts forward the corresponding management advice to improve employee engagement, make certain guidance function to management practice. In the concrete practice, the enterprise needs to pay attention to improve the employee’s level of perceived organizational support, which can improve employee engagement. In addition, enterprises should be more selective for the development of the enterprise employees’ psychological capital, so as to improve the level of employee engagement.