The Research Of The Relationship Between Organizational Climate And Work Engagement Of The New Generation Knowledge-type Staff

Along with the rapid economic development, the competition relationship among enterprises also becomes more and more strained. In the knowledge economy times, knowledge has become the important part of the enterprise production factors. In this day, enterprise’s core competence is talents but resources and technology. The new generation staff those were born after 1980 s and 1990 s had gradually become the main force in the enterprise. So as the 21 st century knowledge carrier—the new generation knowledge-type staff, have become the object of enterprise contend with each other. More and more enterprises realize that a group of knowledge-type staff is the most fundamental competitive advantage. Thus, give full play to the new generation knowledge-type staff’s work enthusiasm and creativity, improve their work engagement level, has a great significance for the development and progresses of enterprise. For enterprise leader,the management of the new-generation staffs,would be a management practice commonly.The study takes the new generation knowledge-type staff as the research object, to explore the impact of organizational climate on work engagement. In the study, I use a combination of means, particularly literature review、questionnaire survey、empirical analysis. First comb the previous theoretical research, proposed the theoretical model and research hypothesis;and then, through a questionnaire survey to collect relevant data about organizational climate and work engagement from many different enterprises. Then use SPSS17.0 statistical software to carry out descriptive study、factor analysis、correlation analysis、regression analysis,etc. And use of statistical analysis of data to obtain the relationship between organizational climate and work engagement, to obtain the impact of demographic statistical variables on work engagement. Finally, the study proposed suggestion to improve work engagement level of the new generation from the aspect of organizational climate, management style, interpersonal relationship, etc.Through the study above, the conclusions of the paper are as follows:(1) Organizational climate and the new generation knowledge-type staff’s work engagement and its three dimensions(vigor, dedication and absorption) have significant positive correlation.(2) The knowledge-type staff’s work engagement level has significant differences on the part of the demographic statistical variables.(3) Age and marital status significantly influence the impact of organizational climate on the knowledge-type staff’s work engagement level.Based on the above conclusions,the author put forward some suggestion and measures to improve the work engagement level of the new generation knowledge-type staff:(1) Strengthen the concept of organizational climate,and attach great importance to it.(2) Set up the idea of “people-oriented”, build a nice management climate.(3) Create an interpersonal relationship climate with responsibility and credibility.(4) Prepare career planning, improve the work engagement level of the new generation staff.