An Empirical Study On The Moderating Role Of Employment Relationship On The Relationship Between Employee Engagement And Employee Individual Performance

In recent years, with the development of economic globalization and the diversification of society, the era of knowledge economy advocates focus on human factors, talent has been the most valuable resources of enterprises, the enterprise human resources management practice began to pay more attention to the psychological motivation, employee engagement has attracted more and more attention, and has become a hot topic in the current practice of enterprise human resource management. A lot of research show that, to improve employee engagement is one of the effective ways to improve individual performance.The study on employee engagement originate from foreign scholars, but in recent years the quantity of domestic research on employee engagement is rising, both scientific research and enterprise practice have made a lot of discussion on this. Nevertheless, the knowledge system of employee engagement is still not perfect, the research of employee engagement is still in the immature stage, the related issues still need further discussion and research. What is employee engagement? How to divide the employee engagement dimensions? How is the relationship between employee engagement and employee individual performance, whether this relationship will show different results in different employment environment? This paper will research those problems above. At the same time, as one of the important characteristics of the organization, the employment relationship has attracted more and more attention. A lot of research relating to the employment relationship to predict individual performance. Organizational characteristics adjust the relationship between employee engagement and employee individual performance, this paper will explore the relationship between employment relationship and employee individual performance, and regulating effect of employment relationship between employee engagement and employee individual performance.This study attempts to use empirical research method to explore the above problems, and then give a research conclusions. The sample of this paper consists of executive director, department manager, supervisor and general staff involved finance, internet, real estate, machinery manufacturing, pharmaceutical and other industries, all of the samples are collected from Chongqing, Chengdu, Beijing, Shenzhen and Guangzhou. The results showed that: Firstly, employee engagement is the degree of individual investment in the organization, work and occupation, including action, psychological and emotional investment; employee engagement can be divided work engagement, organizational engagement and occupation engagement. Secondly, work engagement, organizational engagement and occupation engagement has a significant positive effect on employee performance. Thirdly, social exchange has a significant positive effect on employee performance. Fourthly, employment relationship has a significant moderating effect between employee engagement and employee individual performance: Economic exchange has a negative regulating effect between work engagement and employee individual performance, economic exchange has a negative regulating effect between occupation engagement and employee individual performance; Social exchange has a positive regulating effect between work engagement and employee individual performance, social exchange has a positive regulating effect between occupation engagement and employee individual performance. The conclusions of this paper are beneficial supplement to employee engagement research and employment relationship research, and also have a certain theoretical and practical significance.