Research On The Influence Of Perceived Organizational Support To Employee Engagement:the Moderation Of Self-efficacy

Communication industry as a knowledge-intensive industry, the ability of the quality andattitude of employees have higher requirements. With the evolution of the positive organizationbehavior theory and the development of human resource management practice,professionaldedication of employees are more and more important. Employees who have excellent professionaldedication have passion for work,they display their knowledge and skills actively and effectively,thus contributing to promoting the economic benefits and achieving sustainable development. In thepast, there is a tendency of single polar when it comes to the relationship of employees andorganization, that is to say, academia focused too much on employee contributions to theorganization while ignoring that employees should also be given adequate attention.In fact,theperceived organizational support is a significant extrinsic factor of the employee engagement.Thestudy of the relationship between perceived organizational support and employee engagement canprovide a theoretical basis for the positive interaction of organization and employee.From theinternal point of view, the process that perceived organizational support acting on employeeengagement is moderated by self-efficacy.Therefore, In consideration of the moderation ofself-efficacy,this paper combines Organizational Support Theory with Employee Engagement Theoryto discuss the mechanism, put forward suggestions on how to improve the employee engagement ofemployees of the communication industry.This paper reviews and combs the related literature of perceived organizationalsupport,self-efficacy and employee engagement.Put the research model and hypothesis throughsumming and discussing. Questionnaires are distributed among communication enterprises to collectdata, Survey data such as reliability,validity,path and hierarchical regression analysis are analyzed bySPSS17.0and AMOS7.0,in order to test hypothesis proposed in this paper.The result prove that:(1)Perceived organizational support and its dimensions have significantpositive impacts on employee engagement and its dimensions.(2)Self-efficacy plays positivemoderating effect on the relationship of perceived organizational support and employee engagement.On the basis of the research conclusion, combined with the actual situation of communicationenterprise, this paper proposes corresponding countermeasure to promote management practice ofcommunication industry from the aspects of improving perceived organizational support,strengthening self-efficacy and enhancing employee engagement initiative.