The Empirical Study Of The Relationship Between Employee Engagement And Work Performance Among The Software Industry

As the global downturn hit the planet, China’s economy is facing multiple crises. In this process, the role of talent is particularly prominent, talent with high engagement as the core resources of enterprise is the source of management innovation, system innovation and technological innovation, and high performance employees is a powerful guarantee to increase the production efficiency and competitiveness. Meanwhile, employee job performance has always been one of the core of the enterprise’s concerns. Only if raising the employee’s engagement, stimulating employee’s potential ability and motivating staffs’ working enthusiasm, improving employee job performance, can a enterprise maintain core competitiveness of its own.The software industry which condenses human wisdom and talent is an important symbol of social progress and development. It provides the technical support to mankind for a more convenient life, it is also a basic, strategic and pioneering industry related to the national economy and people’s livelihood, playing an important role in supporting and guiding in economic and social development. Software industry scale rises rapidly, but there also appeares phenomenon which filled with high staff turnover and low employee engagement. Therefore, it has important significance for human resources management to research employee engagement and work performance of the software industry.Based on the reasons above, this paper reviews and summarizes the domestic and foreign research situation on employee engagement and work performance. This paper chooses the software industry employees as the research object, and based on the engagement of mature and job performance questionnaire conducts surveys. Through SPSS19.0collected questionnaire data for statistical analysis, objective understanding of the software industry situation, verifying the relationship between employee engagement and work performance, and put forward hypothesis for validation. The results of this paper are as follows:(1) Employee engagement of software industry is different from work performance on demographic variables.(2) Employee engagement of software industry has positive relationship with work performance. Employee engagement of software industry and its various dimensions have different intensity with work performance. Among them, organizational identification of employee engagement has the strongest positive correlation with work performance, and job value has relatively the weakest positive correlation relationship with work performance.(3) Regression analysis showed that the software industry employee engagement has forecast effect on work performance, employee engagement to explain the performance level reached67.9%, forecast effect is great. Employee engagement’s three dimensions have prediction effect to work performance’s two dimensions.According to the results of this study, this paper puts forward some human resources management suggestions:(1) Put emphasis on people-oriented corporate culture construction. First of all, strive to build a working environment for employees which filled with respect, helping and trusting. Second, pay attention to employee relationship management, establish unblocked and efficient communication system. Third, pay attention to employee to enterprise’s expectations, establishing employees’ problem collection and treatment system, analysising, collecting, processing, and feedbacking existing problems in time. Finally, construction the management environment based on the fairness.(2) Design work content scientificly. In the process of job design should enrich work content.At the same time, offering employees a certain rights, grasping a bigger autonomy in their work, enabling employees to adjust their work arrangement,holding the rhythm of work; Pay attention to supporting resources fully safeguard; Clearly describe the contribution of working content to achieve organizational goals, enhancing staffs sense of achievement.(3) Strengthen the support to the staff.①strengthen the training of employees.②the reasonable compensation design. Salary not only guarantee the basic life of the employees,but also reflects the differences of employee’s work ability.③helping employees career planning management.(4) Establish the employee engagement management system based on evaluation. Through the employee engagement survey, enterprise finds out the degree of employee’s organization identification, work involvement and the sense of work value, and then analyzes the situation, clears influence factors and degree of employee engagement according to research result in order to launch operations for employee engagement improving.