The Impact Of Psychological Need Of Millennial Employees On Work Engagement

With the development of society and economy,the industry changes rapidly,and the requirements for employees' knowledge acceptance,reaction ability,and innovative thinking are getting higher and higher.The 1980s and 1990s employees have gradually become the mainstay in the development of our country's society and business due to their perfect overall quality,excellent resilience,and pioneering and innovative thinking.However,with the advancement of society and the further improvement of material and cultural needs,the needs of the millennial employees are gradually renewal.The traditional staff management methods and training mechanisms have gradually shown inapplicability to the millennial employees.The management of the millennial employees has gradually become a major difficulty in the enterprise human resources management.Therefore,in order to give full play to the value of the millennial employees,enterprises should pay more attention to the management of the millennial employees,starting from its specific needs to help companies get better management performance.In the field of human resources,the impact of psychological needs on employee work engagement has been hot discussed for decades.Many studies have shown that psychological needs are significant factors influencing work engagement,but few studies deeply explore the specific mechanism of psychological demand on work engagement.Due to the psychological needs characteristics and management status of the millennial employees,we believe that it is necessary to carry out further research on this issue.In addition,previous investigations have shown that organizational support,psychological empowerment and trust can satisfy the psychological needs of the millennial employees,and have a direct and positive impact on the work of previous generations of employees,but there is no research verifying the applicability of the latter conclusion in the millennial employees.Therefore,based on the theory of basic psychological needs in self-determination theory,this paper adopts empirical research based on the background of the millennial employees to introduce organizational support,psychological empowerment,and trust to explore whether and how these three factors affect the work engagement of millennial employees.By introducing the job satisfaction and emotional commitment to the impact,a function mode with mediating effects was constructed,so as to obtain a mechanism for the psychological needs of millennial employees to work engagement.The study cites and modifies the foreign mature scales to form a questionnaire suitable for the millennial employees in our country.After the questionnaire was issued and collected,a total of 237 valid questionnaires were obtained,and the reliability and validity of the questionnaires were verified through the analysis of reliability and validity.Then the layer-by-layer regression was used to test the hypothesis.The study found that organizational support and trust not only have a direct impact on the work engagement of the millennial employees,but also can promote work engagement through job satisfaction and emotional commitment.What's more interesting is that the research also found that the psychological empowerment of the millennial employees has no direct impact on their work engagement,which was inconsistent with the previous researches of the previous generations of employees.It also validates the particularity of the millennial employees and enriches the research of the millennial employees.Meanwhile,it has improved the theory of the impact mechanism between psychological demand satisfaction and work behavior,and has implications for the management of the work behavior of the millennial employees in the enterprise.