The Relationship Between Perceived Organizational Support And Employee Engagement

Under a big environment whereby competition is not only among products,services,and techniques,it is extremely valuable to have a highly engaged employee team;therefore,how to increase employee engagement has been the focus among managers.Highly engaged employees bring along many benefits to the company;for example,high performance,better future developments for the company,to achieve competitive advantage in the market,etc.Usually,highly engaged employees' value and company's value are congruent with each other,passionate about their job,highly responsible,highly disciplined,and they can bring many benefits to the company.This paper aims to analyze the relationship between the four different variables:Perceived Organizational Support,Affective Commitment,Employee Engagement,and Organizational Justice.Through the use of literature review,this paper selects the appropriate definitions and measurement dimensions for each variable.At the same,with past research papers and related theories as the background,this paper proposes the Four-Variable Model which includes Perceived Organizational Support as the independent variable,Employee Engagement as the dependent variable,Affective Commitment as the mediator and Organizational Justice as the moderator.This paper designs the related questionnaire,collected 255 valid questionnaire samples,use Microsoft Excel and SPSS Software to code and analyze the data collected.This paper uses SPSS 23.0 to conduct Questionnaire Sample Descriptive Analysis,Reliability Analysis,Validity Analysis,Variance Analysis,Correlation Analysis,Regression Analysis,Mediator Effect Test and Moderator Effect Test.This paper also uses AMOS 21.0 to conduct the Confirmatory Factor Analysis Test(CFA)for each variable.With the data analysis and test results as the background,this paper concludes with the following conclusions:(1)Perceived Organizational Support(along with its three different dimensions)and Employee Engagement have a significant positive relationship.(2)Affective Commitment has a significant mediator effect between Perceived Organizational Support and Employee Engagement.Affective Commitment has a partial mediator effect on Perceived Organization Supports' two dimensions Work Support,Concerns for Employees' Interest and Employee Engagement respectively.In addition,affective commitment has a full mediator effect between Perceived Organizational Supports' dimension Accept Values and Employee Engagement.(3)Organizational Justice has a significant partial negative moderator effect between Perceived Organizational Support and Affective Commitment.Organizational Justicehas a significant negative moderator effect on Accept Values(one of Organizational Support's dimension)and Affective Commitment.Work Support and Concerns for Employees' Interest as the other two dimensions of Perceived Organizational Support,Organizational Justice is insignificant in terms of moderator effect on the above-mentioned two dimensions with Affective Commitment.This paper proposes the following Management Suggestions:(1)Increase Perceived Organizational Support(by providing more support both in concrete terms such as working conditions/environment/equipment and abstract terms such as care for employee's living conditions/lifestyle(2)Strengthen employees' affective commitment(to arrange more activities as to increase emotional bond with the organization(3)To build a Highly Engaged Working Spirit as the Corporate Culture...