组织支持感与员工敬业度关系

Research on the Relationship between POS and Employees’ Engagement

通过对问卷采用独立样本T检验、相关分析、回归分析等统计手段进行分析。结果表明:员工敬业度在不同人口特征变量上,如年龄、婚姻状况、性别和企业性质上存在差异。同时结果显示,组织支持感的三个前因变量——程序公平、上级支持、组织报酬和工作条件,与组织支持感显著正相关,可以有效地预测组织支持感知的产生,其中上级支持对组织支持感的预测力更大一些。另外,组织支持感及其前因变量都与员工敬业度正相关,并且可以有效地预测员工敬业度。而研究结果也证明,组织支持感在其前因变量与员工敬业度之间的关系中具有较强的中介作用。

By using the independent-samples T test,linear regression and pearson correlation analysis,the result indicates that employee engagement is significantly different among the employees＇age,sex,the status of marriage,and the nature of the organization; three antecedent variables of POS procedural justice,perceived supervisor support（PSS） ,organizational rewards and job conditions,are all positive with POS,and PSS is the strongest positive with POS. Moreover,all the three antecedent variables of POS and POS present positive correlation with employee engagement. The research also proves that POS can effectively mediate the relationship between the three antecedents of POS and employee engagement. According to the study,some suggestions are given about how to improve the employee engagement,which will be beneficial for both the theory and practice of management in enterprises. By providing the employees with more organization support,the employees will demonstrate more engagement. Meanwhile,the organization can also improve the perceived procedural justice,PSS,organizational rewards and job conditions to make the employees engage more. The creative points are mainly reflected in two aspects： First ,as the research of employees＇ engagement is not yet enough,this study has a certain degree of innovation. Second, research for the manager to improve employees＇ engagement has a certain degree of enlightenment. This study uses human resources management,enterprise management and psychological theory as guidance,analyzes and studies the impact of employees＇ engagement factors and solutions,is innovative to a certain extent.