A Study About The Effect Of Bank Employees’ Work Stress On The Job Engagement

Foreign investment on Job Engagement started early and becomes more mature, so foreign mature studies are taken as the base of domestic researches. The current domestic scholars generally accepted Schaufeli’s research on Job Engagement, which is divided into vigor, dedication and absorption. This study will also use this dimension division and the corresponding measurement scale.After reviewing before literature, this paper selects the Work stress and Organizational justice as the antecedents of Job Engagement research, and focus on the moderating effect of Organizational justice. This paper selects Xu Xiaodong’s Work stress scale, which divide work stress into endogenous work stress and exogenous work stress. This paper select Liu Ya’s scale as the questionnaire of organizational justice, which is divided into procedural justice, distributive justice, interpersonal justice and informational justice. The two scales fit China’s situation with good reliability and validity, which is also repeatedly verified.The core assumption is that Work stress and Organizational justice can both predict Job Engagement significantly. Organizational justice is the moderator variable. Questionnaire survey and statistical analysis are used to complete the study. These are main results:1) The questionnaire survey indicates that the working stress of bank employees is higher, compared with the average level of work pressure.2) Work stress are negatively related to Job Engagement.Conversely, the relationship with Organization justice are positive. The two dimensions of Work stress --endogenous Work stress and exogenous Work stress -are both related to Job Engagement significantly.3) Work stress and organizational justice can significantly predict Work stress. The endogenous Work stress can explain 10.9% of Job Engagement, and its effect is negative. The exogenous Work stress can explain 12.2% of Job Engagement, which is also negative effect. Organizational justice explains 66.20% of Job Engagement with positive effect.4) Organizational justice has regulating effect when both endogenous Work stress and exogenous Work stress affect Job Engagement.In the low organizational justice environment, endogenous Work stress and exogenous Work stress both have a negative impact on Job Engagement. When organizational justice level is high, negative effects of endogenous Work stress has disappeared, at the same time, negative influence of exogenous Work stress has been weakened.This paper has made some achievements in the theory and practice of Job Engagement:1) This paper proves the buffering effect of organizational justice.2) This paper analysizes different effect of district sources of work stress.3) This paper chooses bank employees as research sample, which can help the banking industry management personnel to deal with the current reform environment.4) This paper demonstrates the importance of improving organizational justice level, but also provides the empirical evidence for work stress research in the organizational level.