The Relationship Suidy Of Perceived Organizational Support, Organizational Identification And Job Engagement

The present era is the era of service economy,which want to have a space for one person in the forest of the world, Service enterprises by the quality and quantity of the promotion is the key to obtain the competitive advantage, and the key lies in the employee benefit improvement. Compared to the 80 former employees, the 80’s staff has more distinct personality characteristics. They have strong independent consciousness, and hope that the value created can be approval by organizations. Gradually the 80’s staff mature, They have become the core force of service enterprises who received higher education. Whether the 80’s staff can be devote themselves into the work will directly influence the organizational performance. Study on how to improve the job engagement mechanism of the staff after 80’s is the current research which focus on organizational behavior. Meanwhile, In the research of job engagement, the study of perceived organizational support and organizational identification from the domestic and foreign scholars are also in progress. This paper will combine these three factors, which research in different perceived organizational support, and it could produce different degree of organizational identification and job engagement.This paper is on the basis of previous studies, in the financial services industry the 80’s staff as the research object, according to the social exchange theory, and from the reflection on the employee attitude and staff, in order to study the relationship between these three factors. At the same time, this paper respectively discuss how the perceived organizational support make impact on job engagement, how the organizational identification make impact on job engagement, and how the perceived organizational support make impact on job engagement through the intermediate variable of organizational identification. Based on the above viewpoints, this paper will be construct of perceived organizational support, organizational identification and job engagement, relationship between the three models, and based on the model hypothesis,and test hypothesis.This paper summarize the previous research by analysis method, and sample data which collected by the financial services industry from the 80’s staff by using the method of questionnaire investigation, taking the data as the basis of correlation analysis and regression analysis, it draws the conclusion of the study. This paper is divided into five chapters. The first chapter is consist of the introduction, mainly elaborated the research background, research significance, research content, research methods and innovation. The second chapter is consist of literature review, mainly on the perceived organizational support, organizational identification and job engagement which reviewed the relevant research. This paper studies and reviews related. The third chapter is the research design, mainly puts forward the research variables and research hypothesis. And the same time,design the questionnaire and the research model. The fourth chapter is data analysis and hypothesis testing, descriptive analysis of the results of a questionnaire survey. Using SPSS19.0 software for correlation analysis and regression analysis, and verify the achieved hypothesis and the results. The fifth chapter is the research conclusion and suggestion. According to the conclusion, put forward the corresponding management recommendations, also pointed out the deficiency and Prospect of the research in this paper.The research results show:(1) Perceived organizational support and organizational identification generally show a positive correlation, and perceived organizational support which can be used as one of the antecedents of organizational identification. Assuming that the H1 set up.(2) Perceived organizational support has positive relationship with job engagement, and perceived organizational support can be used as one of the antecedents of job engagement. Assuming that the H2 set up.(3) Organizational identification and job engagement are positively correlated, and organizational identification can be used as one of the antecedents of job engagement. Assuming that the H3 set up.(4) Organizational identification support plays a partial intermediary role between Perceived organizational support and job engagement. Assuming that the H4 set up.According to the conclusions of this study, put forward five proposals of management practices:(1) Staff to play the 80’s staff own advantages. According to the characteristics of the 80’s staff conscious, give full consideration to the views at work. From the organization and managers of their own hands, this paper promote the organization degree of concerned the 80’s staff in work and life, strengthen the 80’s staff organizational identity, realizes the 80’s staff to be most willing to systemic heart into work.(2) Adopt different organizational support strategies, to meet the different needs of the 80’s staff. Based on the 80’s staff needs, and according to Maslow’s hierarchy of needs theory, the 80’s staff are generally divided into three categories: the type of work support, type of interests demand and the type of realization of the value. To provide tool type must support for work to support workers, providing the corresponding interest incentive system as the interest demand of employees, creating value for the realization of the value type of employees to achieve conditions.(3) Perfect regulations system, strengthen the perceived organizational support. This paper strengthen the 80’s staff organizational justice to enhance employee recognition of the extent of the organization. In addition, It creates an equal and relaxed communication environment for conducting to the 80’s staff.(4) Pay attention to the soft culture, which enhance the sense of organizational identity. The construction of innovation oriented corporate culture, of which as the core can stimulate the 80’s staff working that enthusiasm and interest in work, caused a strong identity of employees.(5) Focus on the family, balance the realization of work and family. When problems arise, the organization can solve it with the necessary resources or solution. When the organization is difficult to solve, but also from the spiritual comfort staff.