The Mediating Effect Of Perceived Organizational Support On The Link Of Employee

At present, China has become the world’s second largest economy, but with the economic development, the cost advantage of human resources is disappearing, Chinese enterprises are faced with transition from "Made in China" to "Created in China", human resources become an important resource for the enterprise. Therefore, in order to obtain advantage in the fierce competition in the market, the company must recognize the important role of staff, improving the relationship between employee and organization. The company need to select the appropriate employee-organization relationship according to the characteristics of employees and their own actual situation. According to previous studies, we have found that the theoretical basis of employee organization relationship, organizational support and employee engagement are social exchange theory. This article attributed employee-organization relationship, organizational support and employee engagement to the same model. On the basis of incentives-contribution model, we research the mediating effect of perceived organizational support on the link of employee-organization relationship and employee engagement.The article review former literature of employee-organization relationship, organizational support and employee engagement. we use mature domestic scale to design questionnaire. Then, we collect the questionnaires from 109 companies, which include 876 copies questionnaire of employee and 192 copies of supervisor. The article use SPSS and Lisrel to analyze the data, specifically, reliability analysis, validity analysis, correlation analysis and so on. Because independent variables and the dependent variable come from different levels, so we use hierarchical linear model to test the hypothesis.According to the data analysis, we conclude that:(1), The relationship between expected contributions and employee engagement will be positive and significant when offered inducements are high, but the relationship will be attenuated when offered inducements are low.(2),The relationship between expected contributions and perceived organizational support will be positive and significant when offered inducements are high, but the relationship will be attenuated when offered inducements are low.(3), the relationship will be mediated by perceived organizational support, perceived organizational support plays a part mediator in the positive relationship between employee-organization relationship and job engagement, plays the fully mediating role in the relationship between employee-organization relationship and organization engagement.The conclusions of this study enrich the literature of employee-organization relationship and provide constructive guidance in the research of employee-organization relationship and employees’ attitude and behavior. Our conclusion can help enterprises to improve employee engagement by human resource management practices.