The Research On The Influence Of Supportive Human Resource Practice On Employee Engagement

In recent decades,the economic structure and social form have changed from industrial economy to society to knowledge economy and society.This makes human capital the most valuable scarce resource in the organization.In this context,the dedication of employees who have an important influence on human capital has become the focus of scholars and managers.By reviewing previous research findings,organizational factors are the most important factors affecting employee engagement,but research on employee engagement improvement from the perspective of supporting human resources that provide mutually beneficial resources for employees is not sufficient.Moreover,the research on supportive human resource practice and employee engagement is more focused on the results,and does not reveal too much the role of the "black box."Based on the literature analysis of supportive human resource practice and employee engagement,this study sorts out social exchange theory,psychological contract theory,"human-occupation" matching theory and two-factor theory,and selects organizational embedding as a mediator variable and The transgender career orientation is used as a regulatory variable,and the theoretical model of the four is constructed,and five research hypotheses are proposed,which are verified by empirical analysis.This paper mainly uses 438 employees of 38 enterprises across the country as samples to obtain the data needed for research by questionnaire.The relevant variables were measured using mature scales at home and abroad,and 372 valid questionnaires were retrieved from the final survey.The theoretical model of this paper was validated by multiple regression analysis.The research results confirm that supportive human resource practice has a significant positive impact on employee engagement;organizational embedding plays a partial intermediary role between supportive human resources and employee engagement,and volatility career orientation is in supportive human resource practice.There is a regulatory role in the impact of employee engagement.Based on the research conclusions,this study believes that the promotion of employee engagement needs to focus on strengthening the construction of supportive human resources practices,establishing an employee-participating management system,attaching importance to corporate culture cultivation and actively conducting employee career management.This research has further made efforts on the "black box" research in the process of human resources triggering the positive behavior of employees.At the same time,the empirical results also show that paying attention to the career planning and management of employees in practice can effectively motivate employees to organize.Positive behavior.