Research On The Influence Of Perceived Organizational Support And Job Embedding On Employee Engagement

Related studies have shown that employee engagement can significantly affect the business performance and operating profit etc.Employees with a high degree of engagement can win in the fierce competition,and are willing to pay for the work,thus contributing to the improvement of business profits.While the current level of employee engagement in China is still relatively low,compared with the world level is also a gap.Therefore,how to effectively stimulate the enthusiasm of the staff,improve employee engagement is the enterprise managers urgent need to solve the problem,but also scholars are still trying to think and research direction.Over the past few years,the research on the enterprise employee's perceived organizational support has become a hot topic in the academic field,and the research is also more and more rich.Perceived organizational support is proposed,making the business managers gradually realize that the organization in the relationship between employees and organizations began to play an increasingly important role in the role.From the perspective of social exchange,the emphasis on organizational support is not only the employee's commitment to the organization,but began to pay attention to the organization's commitment to employees,The organization to provide staff with work support,value recognition and concern for the interests of staff support,so that employees feel a higher sense of organizational support,Employees are willing to take the initiative to return to the organization,which in the work of the performance of the more dedicated.At present,there is a preliminary conclusion about the influence of perceived organizational support on employee engagement,however,the existing research mainly focused on the direct impact of perceived organizational support on employee engagement,The core problem of the research on the impact of perceived organizational support on employee engagement: the internal mechanism of impact remains to be further explored.From the perspective of enterprise employees' perceived organizational support,this paper uses the relevant analysis and structural equation model to study the impact of organizational support on employee engagement,and on the basis of this,we study whether the three dimensions of organizational support(work support,value identity,concern the interests)are embedded into the three dimensions of employee engagement(vigor,absorption,dedication)by influencing employee's job embeddedness.Through the research and analysis,the following conclusions are drawn: Organizational support has a positive impact on the employee engagement,especially for work support and value identity,which has a greater impact on the three dimensions of employee engagement,while the concern for employee engagement have less impact on the three dimensions of employee engagement;Organizational support has a positive effect on employee's job embeddedness,and the interest dimension of perceived organizational support has a significant positive impact on job embeddedness,while work support and value identity have no significant impact on job embeddedness;Job embeddedness positively affects employee engagement,specifically have a significant positive impact on the three dimensions of employee engagement;Job embeddedness mediates between organizational support and employee engagement.Specifically,the work is embedded in the interests of employees and employee engagement have a significant mediating effect,in the work support,value identity on employee engagement has no significant mediating effect.The theoretical value of this paper is to enrich the study of employee engagement,and explore the mechanism of perceived organizational support on the employee engagement.At the same time,the job embeddedness is introduced as an intermediary variable,job embeddedness is incorporated into the model for the first time,studying on job embeddedness influence on employee engagement and analysis work is embedded in each dimension of perceived organizational support and employee engagement between the intermediary role.This study also conducted a demographic variables on the differences between the study variables.Through the conclusion of the analysis to provide the corresponding management suggestions.