An Empirical Study On Employee Engagement And Its Influencing Factors Of Knowledge Staff

With the advent of the knowledge economy and the rapid development of Internet information technology,the internal and external environment of the organization has undergone tremendous changes and brought about changes in the organizational structure.Corresponding,the career development model is also undergoing profound changes:From the traditional the fixed development path within organization to "boundaryless career"—? employees' willingness to work across boundaries and mobility in different organizations and workplaces greatly enhance.Changes in individual career attitudes and mobility also have an impact on their work behavior in the organization,including the highly valued employee behavior variable:Employee Engagement.Based on this realistic background,this study focuses on the dimensions of engagement,the factors influencing engagement,and the influence of individual's boundaryless career attitude on the engagement of knowledge workers in boundaryless career era,including the moderating effect on the relationship between employee engagement and its influencing factors.In this study,the data of 213 knowledged staff were collected and analyzed,and the reliability and validity of the questionnaires and the structural model were tested by SPSS software and SmartPLS software.Through the data analysis,the main conclusions are as follows:Firstly,in the context of boundaryless career,knowledge-based employee engagement consists of job engagement and organizational engagement;Secondly,the job engagement of knowledge workers is mainly affected by job characteristics,development opportunities,internal relations and individual boundaryless career attitude,while the organizational engagement is mainly influenced by development opportunities,internal relations,perceived equity and individual boundaryless career attitude;Thirdly,boundaryless mindset has a significantly positive impact on job engagement and organizational engagement,while organizational mobility preference has a significantly negative impact on job engagement and organizational engagement;Finally,boundaryless career attitude has some moderating effects on the relationship between employee engagement and its influencing factors:boundaryless mindset has positive moderating effect on the relationship between job characteristics and job engagement and on the relationship between development opportunities and job engagement,and organization mobility preference has negative moderating effect on the relationship between salaries and organization engagement.This study has some theoretical significance and implications for management practice.On theoretical aspects,this paper explored the dimension of engagement and its influencing factors of knowledge workers in the context of boundaryless career era,making the research on employee engagement has been updated with the times.At the same time,it also studied the impact of individual boundaryless career attitude on employee engagement,making up for the deficiencies of current boundaryless career research,and broadening the research field of boundaryless career.In practice,for individuals,they need to adapt to the boundaryless career era,and make career development planning on this basis.For organizations,they need to update the management of employee engagement,create working conditions that increase employee engagement,and reasonably understand and make use of staff's boundaryless career attitude,generating the scientific management methods of knowledge employees in the era of boundaryless career.