Empirical Study On The Influence Of Job Demands And Job Resources On Work Engagement Under Organizational Change Circumstance

China is now in the economic transition period. In recent years,3D print, big data, artificial intelligence, mobile internet, and other new technologies emerged in endlessly, which triggered the tremendous changes of the environment inner or out of the organizations (such as modes of supply, patterns of consumption, labor-capital relationships and others); meanwhile, this also determines the organizational change as the inevitable course on maintaining the sustainable competitive advantage. However, the organizational change certainly will change employees’working environment and job characteristics, and thus increase their stresses. The influences and challenges induced by organizational change will be more dramatic to Chinese companies in the stage of economic transition. However, will the changes of job characteristics induced by organizational change surely trigger, negative impacts on employees? The Three-dimensional Job Characteristics of Pressure Model points out that job demands are distinguished into job hindrances and job challenges, will this two different types of job demands cause different results? And will job resources buffer the negative impacts of job demands? As a. construct of positive organizational behavior, what are the relationships between job demands, job resources and work engagement? The discussions and analysis of these questions contain such a certain guiding value of theory and practice on seeking for the ways to buffer employees’work stresses, promote employees to increase their work engagement, propel the effective implement of organizational change and other management activities.In the view of above, this thesis aiming at the organizational change background, brings in the Three-dimensional Job Characteristics of Pressure Model, explores the different types of job demands and job resources’impacts on work engagement; from the perspective of positive organizational behavior, proposes an effective management ideas and solutions by changing job characteristics and job context so as to promote the achievement of organizational change. By reading and analyzing the relevant literature, this thesis proposes the research hypotheses and theoretical model, collects the data through questionnaire survey, and then do the empirical analysis by using SPSS19.0and AMOS17.0. Five main parts compose this thesis, and the details are as follows:Chapter1, Introduction. Elaborate the research background, theoretical significance and practical value of this thesis, and describe the research contents and framework, research methods, and the innovation points.Chapter2, Literature Review. From the perspective of concept definition, research status, and theory development trend, review and summarize the research on organizational change, job demands, job resources, work engagement, and then. overview the relationship between them, which lays the foundation for the proposal of the research hypotheses and model.Chapter3, Research Design. The research variables are defined in the first place, the research model and hypotheses are proposed on the basis of theoretical derivation; meanwhile, describe the measurement of variables and’the collection of the data.Chapter4, Data Analysis and Discuss. Adopting the empirical analysis method, do the reliability&validity analysis, correlation analysis and hierarchical regression analysis by using the SPSS19.0and AMOS17.0; and then discuss the relationships between job hindrances, job challenges and work engagement, as well as the moderating role of job resources.Chapter5, Research Conclusions and Suggestions. Through the empirical analysis process, draw the results of this thesis, propose the management countermeasures and suggestions, as well as indicate the limitations and outlooks for future research.Four conclusions has been drawn after empirical analysis:(1) Job hindrances have a significant negative effect on work engagement;(2) Job challenges.have a. significant positive effect on work engagement;(3) Career development of job resources moderates the relationships between job hindrances and work engagement;(4) Career development of job resources moderates the relationships between job challenges and work engagement. The innovations of this thesis lie in the following two points:the first one is the reveal of different influences of job hindrances and job challenges to work engagement under organizational change circumstance; and the second one is the clarification of the moderating role of job resources between job hindrances-challenges and work engagement. The two innovations of this thesis present feasible solutions that can decrease the negative impacts of job stresses, promote employees’ work engagement and the effective implement of organizational change.Some deficiencies need to be pended in future research:First, the lack of sample. Though the respondents involve various types of organizations, due to the limitations of objective conditions, the coverage and breadth is not enough. Second, singularity of the method. The questionnaire method is the only method that adopts by this thesis; and all the questionnaires are filled out anonymously which possess certain subjectivity. Third, this thesis discusses the job demands and job resources’ impacts on work engagement under organizational change circumstance, which from the perspective of job characteristics and work environment. The neglect of individual characteristics and differences’impacts on organizational change, job characteristics, and work engagement. All of the above limitations need to be further improved in subsequent research work.