An Empirical Study On The Effect Of Knowledge Employee Perceived Equity To Their Engagement

Knowledge employees act a crucial role for an organization.Knowledge employee refers to those with higher professional skills or management skills.They hold a lot of "invisible knowledge" in their hands,and their activities always make an impact on the organization's internal operations,managerial economics,and profitability directly.However,at present,the lower of the knowledge employees' overall quality is,and the degree of their engagement and commitment to the organization is corresponding decline obviously,whether it is for internal organizations or for the general public.There are numerous examples show that what often they do has nothing to do with their work in those organizations.How to further increase the level of engagement of knowledge employees becoming a key issue,and the fairness and equity of the company is within the controllable scope of the enterprise.If there is a special correlation between the fairness reflected by the organization and the engagement degree of knowledge employees,we can use this correlation to increase employee engagement.For example,establishing corresponding institutional system,ensuring the scientific and rational design of the system,ensuring the normal implementation of the various systems,then the problem can be solved smoothly.This paper conducts empirical analysis through three basic theories of perception fairness theory,engagement degree theory,and knowledge employee characteristics.It mainly adopts a combination of induction research method and empirical research method.This study chose to conduct surveys on the employees of 16 large or mediumsized state-owned enterprises in Tianjin to collect and select basic data,and use SPSS 13.0 software to measure the fairness,fair distribution,work engagement,and organizational engagement to do validity tests and performed tests.The research use LISREL 8.23 software for further testing,and then do hypothesis testing by Smart-PLS software.In this article,through perceived justice theory and engagement theory,the characteristics of knowledge workers three big basic theory to empirical analysis,mainly adopts the induction method and empirical research method of the research methods.This study selected 16 large and medium-sized state-owned enterprises staff in tianjin questionnaire to collect basic data,by SPSS13.0 software to procedural justice and distributive justice,job engagement and organization engagement questionnaire reliability and validity test,LISREL8.23 software is applied to make further inspection,then using the Smart-PLS software hypothesis test.The research results of the article are specifically expressed in these following aspects: First,it is necessary to ensure fairness for knowledge employees,as this will affect their degree of engagement directly.Second,the fairness of the procedure and the fairness of the distribution will have different degrees of influence on the knowledge employees' engagement,and the impact of the fairness of the procedure is more critical.The third conclusion is that the fair perception of knowledge employees also has different degrees of impact on organizational engagement,and the degree of job engagement is more affected than the organizational engagement.The fourth conclusion is that,compared with the results of engagement in the west,in the case of procedural fairness,the impact on employee engagement in western countries is basically similar.