The Relationship Between Organizational Identity And Work Engagement On Employee:Research On Affective Emotional Labor Strategies And Chronic Regulatory Focus

With the influence of positive psychology and positive organizational behavior,work engagement has attracted more and more attention and research,and has become one of the issues of concern to enterprises.Since work engagement can affect employee performance and enterprise performance,it is very important to explore what factors affect work engagement.Previous studies have found that employees' sense of belonging to the organization increases their positive emotions in work.This positive emotions can be used as a psychological resource to affect work engagement.In this process,different emotional labor strategies will affect the consumption of such positive emotional resources,and indirectly affect work engagement.In addition,the difference between individual's "desire for success" and "avoidance of failure" in the focus of supervision makes employees produce different emotional resources,which in turn affect work engagement.Therefore,how organizational identity affects work engagement through emotional labor strategies,and whether it is affected by different regulatory focus of individual traits in this process is worth further exploring.In the past,most of the research work were assessed from the perspective of self-evaluation,which was susceptible to the influence of individual cognitive and emotional preferences.In order to avoid the deviation of common methods,this paper collects more impartial and objective data on direct subordinate work engagement by enterprise managers through pre-research design of his rating scale.The results of the questionnaire are good and have high reliability.Then it explores the relationship among organizational identity,emotional labor strategy and work engagement,especially the role of the focus of idiosyncratic regulation in the relationship between emotional labor strategy and work engagement.It is hoped that the results of this study can help managers to pay attention to different types of employees with adjustment focus,and provide theoretical reference on how to effectively improve employees' work engagement,which has strong practical value.Based on Conservation of Resources Theory and The Job Demand-Resources model,a questionnaire survey was conducted among 228 employees and 71 direct supervisors by means of paired data collection.In this study,Bootstrap method was used to collate and analyze the data with SPSS and Mplus software.The conclusions showed that:(1)Organizational identity was positively related to work engagement;(2)Surface acting a negative mediating role between organizational identity and work engagement;active deep acting and natural expression do not affect the work engagement of employees;(3)Promotion focus plays a moderating role between surface acting and work engagement;defense focus does not play a moderating role between surface acting and work engagement.