Research On The Impact Of Supportive Human Resource Practice On Employees' Work Engagement

The problem of human resources is one of the core matters in the process of economic shift and upgrading from the stage of high-speed growth to the stage of medium-high-speed growth.From the various policy documents issued by the Central Committee in 2016 to the report of the Nineteenth National Congress of the Communist Party of China,it fully reflects that the Party and the state attach great importance to the cultivation and introduction of a talented person.A person of ability are not only the central force for the effective operation of society and organizations,but also an important component of human resources.At the same time,human resources,as the "first resource" for the development of today's society and organizations,play a vital role in promoting organizations to gain competitive advantage in a complex and changeable environment.Generally speaking,it is the primary task of the current managers in the management process to formulate efficient human resources management measures,select human resources practices that are in line with the current organizational development situation and adapt to the labor market.It is also the key to introduce,train,motivate talent people and enhance the core competitiveness of the organization.Employees engagement level is one of the important indicators to test the effectiveness of organizational human resources management,and it is also a key factor affecting the improvement of organizational effectiveness.Relevant studies have found that there is a certain correlation between the practice of human resources and employees' work engagement.The related practice activities implemented by the organization can make employees feel the support and attention of the organization.That will make it more involved in its work.Therefore,the effective identification and implementation of important human resources practices by organizational managers,to enhance the enthusiasm and enthusiasm of employees,and to improve the degree of work engagement,is of great significance to promote the effectiveness of the whole team or organization and economic development.This paper will combine qualitative analysis with quantitative analysis.It takes bank employees as the research object,and explores the impact of bank's supportive human resource practices on bank employees' work engagement,as well as the intermediary effect of employee's psychological capital on the impact of supportive human resource practices on work engagement.Firstly,this paper collects and collates the relevant literature onsupportive human resource practice,psychological capital and employee engagement by domestic and foreign scholars,and combs the connotation and relationship of the three.Then,based on social exchange theory and resource preservation theory,and put forward the theoretical model and research hypothesis of this paper.Secondly,this research designs questionnaires and collects data by referring to more mature measurement scales at home and abroad.A total of 213 valid questionnaires were collected through Internet and other channels,with an effective rate of 85.2%.At the same time,this study uses tools such as Excel and SPSS 22.0 statistical software to make an empirical analysis of the collected sample data.,including reliability analysis,validity analysis,descriptive statistical analysis,correlation analysis,regression analysis and mediation effect analysis.Relevant research results show that:(1)supportive human resources practice has a significant positive impact on job engagement;(2)supportive human resources practice has a significant positive impact on psychological capital;(3)psychological capital has a significant positive impact on job engagement;(4)psychological capital plays a part of intermediary effect on the impact of supportive human resources practice on job engagement.Finally,in order to effectively improve the level of organizational staff work engagement,promote the realization of organizational strategic objectives and improve organizational performance.This paper is based on the empirical analysis of bank employees and the current development of banking industry.Then from the bank's human resources management practice,recruitment and selection,enhance the support of staff work,establish and improve the staff training system,actively intervene in the psychological capital of employees and other aspects of management suggestions for reference.