Study On The Relationship Between Person-organization Fit, Psychological Empowerment And Employee Engagement Of New Generation Employees

Along with the rapid development of information era,new generation employees also grow up, they gradually become the backbone of the enterprise development,and play more and more important role in the workplace. Because of their growing environment have great changes, these make them significantly different from their parents in values, traits of character, etc. They display greater work randomness, low engagement. At the same time, they also have higher knowledge of skills, creative ability, etc. Longitudinal well-known, the organizational employee engagement level will affect the efficiency. On this premise, how to improve their engagement, activate them become enterprise managers, concerns. As important issues in the field of human resources, the study of new generation employee engagement is not enough. In this paper, based on this starting point, Combined with thor's cognitive behavioral and bandura's theory of learning, we explore the influence factors affect the new generation employee engagement,and provide a reference for enterprise managers.Through the domestic and foreign literature review, this article select personal-organization match as the dependent variable, to explore how personal- organization match affect employee engagement.When we select intervening variable, we fully consider the characteristics of the new generation employees, and put psychological authorization as an intermediary. Through the triadic relation, we put forward the research hypothesis and model in this paper. In order to guarantee the quality of the research results, before the large sample survey, with the colleagues' help, we pretest the questionnaire survey. In the empirical section of this article, By using SPSS22.0,we take the sample data from Anhui, Henan, Shandong, Xinjiang and other provinces and cities into descriptive analysis, reliability analysis, validity analysis, correlation analysis, regression analysis, it Proved the research hypothesis and model in this paper,and the research conclusions are as follows:(1) personal- organization match and its dimensions has a significant positive influence on employee engagement, the values match is significantly strongest;(2) personal- organization match and its dimensions of employees' psychological empowerment has significantly positive influence,and the influence of the values match play the most significant;(3) mental authorization have significantly positive effects on employee engagement;(4)the psychological authorization play partial intermediary between personal- organization match and employee engagement. Based on the above research results, this paper puts forward some suggestions aimed at how to improve the new generation employee engagement.