The Research On The Relationship Between Work/nonwork Positive Spillover,Employee Engagement And Job Performance

Work domain is the domain which is closely related to employment and job content. Nonwork domain refers to the domain beyond work, generally including family, leisure, personal development, mental and social fields. Work/nonwork positive spillover refers to the positive influence that work and nonwork domains have to each other.Employees in the scientific and technological enterprises are mostly engaged in mental labor of high strength. With the speeding up of knowledge updating speed and more difficulty in scientific and technological innovation, employees in the competitive market are under much more pressure, inevitably causing some negative impact on their life beyond work domain, which makes them have more sense of imbalances between the domain of work and nonwork. All these can strengthen their perception of work/nonwork negative spillover, weaken which of work/nonwork positive spillover. When most of the employees put themselves in the perception of work/nonwork negative spillover, with whose efficiency drops consequently, the employers and staffs are supposed to pay attention to the positive effects of work/nonwork positive spillover which cannot be ignored. Therefore, on the basis of the research about work/family conflict which most predecessors were engaged in before, this study aims to expand the research scope from family domain to nonwork domain from the new perspective of positive spillover, and discuss the relationship between work/nonwork positive spillover, employee engagement and job performance, so as to provide a new way for employers to enhance the staffs’ job performance.Firstly, this study constructs a preliminary theoretical model on the basis of literature review, combined with the questionnaire survey method, the foreign work/nonwork positive spillover scale is introduced. Secondly, SPSS and AMOS software are used to verify the reliability and do exploratory factor analysis about data in the preliminary research, after which the initial concept model are further amended. Thirdly, confirmatory factor analysis, descriptive statistics, correlation analysis, path analysis method and so on are used to verify the reliability and validity of data in the formal investigation, and to verify the previous theoretical model. Following main conclusions are drew: Dimensions of work/nonwork positive spillover,employee engagement and job performance positively correlate with each other, employee engagement plays a full intermediary role between work/nonwork positive spillover and job performance. Finally, according to the empirical results, practical management recommendations are put forward to help the enterprise managers better understand work/nonwork balance problems, enhance work/nonwork positive spillover, so as to improve employee engagement, and ultimately improve the work performance.