The Influence Of Organizational Climate On Employee Engagement

The dynamic social and economic environment makes it more difficult for enterprises to maintain the stable growth of performance.Employee engagement,as a direct reflection of employees' emotional,intellectual and energy input to the organization or team,is closely related to organizational performance.In the era of knowledge economy,the replacement of new and old employees in the workplace accelerates the rise of related emerging occupations,gradually enables individuals to have more diversified occupational values,accelerates the turnover rate of individual occupations,and becomes a major challenge for enterprise managers to stabilize the working status of employees and improve their engagement.Domestic organizations have a unique environment and climate under the interwoven features of collectivism culture and reform and innovation.The current academic research on how this organizational climate inspires employees' positive emotions and attitudes towards work and how it affects their attitude and behavior is not comprehensive.Organizational identity is the emotional experience that employees belong to the organization,and what role will it play in the impact of organizational climate on employee engagement?Meanwhile,psychological safety is related to the stability of employees' working status,and its influence on organizational climate,organizational identity and employee engagement is also worth further study.In the climate will be organized as explanatory variable,this paper is employee engagement as the explained variable,organizational identity as mediating variables,psychological safety for morderation variable on the basis of the research status at home and abroad combing,and based on the theory of social information processing,social identity theory and conservation of resource to build the empirical relationship between organizational climate and employee engagement theory model,and put forward the research hypothesis.Data were collected and obtained through the questionnaire survey.The samples were mainly from enterprises in xi 'an,shaanxi province,and some network data were from enterprises in other regions.A total of 403 valid questionnaires were finally collected.SPSS 22.0 and AMOS 24.0 were used to conduct descriptive statistical analysis,reliability analysis,validity analysis,correlation analysis and multiple regression analysis of the collected data.The conclusions obtained from this study are intended to help enterprise managers find ways and inspirations to improve employee engagement.The empirical analysis results are as follows:(1)The three dimensions of trust,communication and fairness in the organizational climate positively affect employee engagement.(2)The three dimensions of trust,communication and fairness in the organizational climate positively affect employee engagement.(3)Organizational identity plays a part of intermediary role in the influence of organizational trust climate,organizational communication climate and organizational fairness climate on employee engagement;(4)Psychological safety positively moderates the influence of organizational identity on employee engagement,specifically,the stronger the psychological security of employees,the stronger the influence of organizational identity on employee engagement.On the contrary,the influence of organizational identity on employee engagement is weaker.(5)Psychological safety further play a moderated mediating role of organizational identity in the influence of organizational trust,communication and fairness climate on employee engagement.Specifically,the stronger the psychological safety of employees,the stronger the mediating role of organizational identity plays.On the contrary,organizational identity plays a weaker mediating role.Based on this,this paper argues that enterprise managers can take the following measures to improve employee engagement:Establish an climate of organizational trust through appropriate delegation;Build a perfect communication channel to create an organizational communication climate;Through the establishment of fair and just system of reward and punishment to build an organizational fairness climate;Build a strong corporate culture to enhance employees' sense of organizational identity and psychological safety.