The Medium Function Between Organizational Fair And Employee Engagement-Base On Psychological Contract

Under the influence of data and knowledge age,the traditional theory of human resource management is developing in innovation and enterprise's human resources management model is also constantly upgrading.Employees are the main body of the organization,so managers need to coordinate the relationship between the organization and employees in order to maximize profits.In order to cope with the changing external environment,enterprises not only need to establish a talent pool,but also need a loyal and dedicated team.However,the study found that the lack of professionalism has brought economic losses to the enterprise,which is the problem faced by many enterprises.The improvement of the employee's engagement as an important way not only can enhance the competitiven of the organization,but also can improve the organization's performance.Therefore,the retention of employees within the organization to enhance employee engagement is an urgent need to solve the problem.Through the sorting of relevant documents,there are many factors that affect employee engagement.In this paper,organizational justice as an independent variable,psychological contract as a mediator variable are to study employee engagement.Based on the previous scholars' research,the author divides organizational justice into three dimensions:fair distribution,fair procedure and fairness of interaction.Psychological contract is divided into three dimensions:relationship-based psychological contract,developmental psychological contract and transactional psychological contract.Engagement is divided into three dimensions:dedication,concentration and vitality.Based on the previous studies,the author has expanded the organizational scale,psychological contract scale and employee engagement questionnaire,and tested the reliability and validity of these scales.The research collects the research data by issuing questionnaires.Before the formal questionnaire was issued,the author conducted a preliminary research and formally issued a questionnaire afterwards.Descriptive analysis,reliability analysis,validity analysis,correlation analysis and regression analysis were used to analyze the relationship between organizational fairness,psychological contract and engagement by using the measurement software spss.The results show that the three dimensions of psychological contract do not all play a significant intermediary role in the organizational equality of independent variables and the deference degree of dependent variables.However,as a whole,the psychological contract plays a significant mediating role between organizational justice and employee engagement.Finally,based on the conclusion drawn from the empirical analysis,this paper puts forward some proposals to enhance the engagement from the perspective of organizational justice and psychological contract,which makes the conclusion of this study applicable to the human resources management practices in enterprises.