The Relationship Between Workplace Loneliness And Work Engagement Of Employees

With the rise of positive psychology research,work engagement has gradually entered the vision of organizational behaviorists.At present,the research on the influencing factors of work engagement has become the focus of scholars’ attention;As an increasingly common workplace emotion,workplace loneliness and its destructive impact on organizations and individuals have also begun to become a new highlight in the field of organizational behavior.Although there have been studies on the relationship between workplace loneliness and work engagement,the mechanism and boundary conditions of the loss of work engagement caused by loneliness felt by employees in the workplace have not received enough and extensive attention.This study uses a cross-sectional design,takes 472 enterprise employees in Fujian Province as the research object,and adopts the Workplace Loneliness Scale,Work Engagement Scale(UWES-9),Affective Commitment Scale(ACS)and Job Autonomy Scale,investigate the current situation and characteristics of workplace loneliness,work engagement,affective commitment and job autonomy of enterprise employees,and explore the relationship between workplace loneliness,affective commitment,job autonomy and work engagement from the perspective of psychological contract and resource conservation.The results are as follows:(1)The work engagement of employees has significant differences in gender,age,working years,enterprise nature and position level;(2)The workplace loneliness of employees has significant differences in age,education and position level.The existential loneliness dimension has significant differences in working years,and the interpersonal loneliness dimension has significant differences in the the enterprise nature;(3)The affective commitment and job autonomy of employees has significant differences in age,working years enterprise nature and position level;(4)Workplace loneliness can significantly negatively predict work engagement,in which affective commitment plays a mediating role;(5)Job autonomy plays a negative regulatory role in the impact of workplace loneliness on affective commitment;(6)The interaction between job autonomy and workplace loneliness will affect work engagement through the intermediary effect of affective commitment,that is,workplace loneliness,affective commitment,job autonomy and work engagement constitute a moderated mediation model.