Effect Mechanism Of Individual Learning And Organizational Learning On Employee Engagement

In this ever-changing era,organizations and employees are undergoing a series ofchallenges.The emergence of new employment relationships and new careers has enabled both organizations and employees to expect a new structure of employment relationships so that employees can continuously improve professional self-efficacy.To increase employability,organizations can increase employee engagement.In the past,empirical studies of personal learning and organizational learning by scholars mostly separated the two,and research on the interaction between personal learning and organizational learning was also scarce.Existing research on employment relationships does not consider dynamic interactions between employees and organizations.This paper uses,personal learning theory,organizational learning theory and individual-organization fit theory on the basis of mutual investment-based employment relationships proposed by Tsui et al.From the needs-capability approach,employer incentives(organizational learning)and employee contributions(personal learning)Matching,build a new type of employment relationship between the ability to promote each other.Through reviewing the literature,the research status of personal learning,organizational learning,mutual promotion,professional self-efficacy,and employee engagement was clarified,and the relationship between them was inferred and a mechanism model was constructed.Using empirical research methods,through questionnaires and statistical analysis of Chinese corporate managers and employees,we conducted in-depth research on how organizational learning and personal learning affect employee engagement.In the data collection and analysis section,the scales of the four variables were first revised through pre-test,and then 50 managers and employees of the 50 companies were surveyed through formal tests.Finally,333 valid questionnaires were obtained,and the managerial questionnaire and employee questionnaire were included.After pairing,statistical analysis software(SPSS20.0 and Lisrel8.7)was used to test the validity and validity of the sample data,correlation analysis and regression analysis.The data analysis results show that:(1)Excluding the influence of demographic variables on dependent variables,the combination of personal learning and organizational learning,the dual-variables—capacity promotion,has a significant correlation with employee engagement and its variousdimensions.(2)Career self-efficacy plays an intermediary role in the relationship between ability promotion and employee engagement.