Empirical Research Into The Psychological Contract And Role Stress Effect On Job Engagement Based On JD-R Model

Job Engagement is the combination the staff with their work role, it is a perfect state that is full of a lasting, positive emotions and motivation. People-oriented modern human resources management needs employees who keep on lasting in such a state; it is the full enjoyment of the work for employees, who willing to work in the pursuit of ideals. Therefore, research on management psychology is transformed from the former negative psychological quality of staff to the positive psychology. In this paper, based on previous studies, amounts of the achievements of Job Engagement, Job Burnout, Psychological and Role Stress have been drawing on; the JD-R model is joined the factors of Psychological Contract, Role Stress, and to build a PC-JD-R model. The purpose is to study the psychological contract, role stress that effect on job engagement and job burnout.In this study, the staff from a typical enterprise in Hohhot and MBA students has been conducted a survey that adopted a mature questionnaire, on the recovery of the 244 valid questionnaires were given data analysis by using SPSS15.0. Through refining the variables included in the dimension, the use of descriptive statistics, factor analysis, correlation analysis, regression analysis, independent samples T test are to fully exploit the relevant factors that impact on job engagement, job burnout. The results are shown that:First, the staff responsibility of the psychological contract contains four factors: work attitude, fulfill their duties, emotional commitment, innovation & change; organizational responsibility is consisted of three factors: organizational support, security, innovation space; the needs of psychological contract and work engagement is positive correlation (+0.667), but job burnout negative correlation (-0.445). Job burnout and job engagement to some extent is negatively correlated (-0.682).Second, organization support promotes employees who dedicated to work, and cynicism reduction; role ambiguity will lead to the loss of vigor, low absorption, reduced efficacy; emotional exhaustion is the main predictors of role overload.Third, the minimum of degree of psychological contract is the "Working Vision", which is an incentive, a good performance for organizations will promote three levels of job engagement, perform not good only lead to cynicism, and not significantly produce a sense of reduced efficacy and emotional exhaustion. Fourth, it need to pay attention to the factors of fulfilling their duties, work attitude, innovation space and absorption, which are a positive correlation with emotional exhaustion; and absorption and role overload are related; emotional exhaustion and role overload are significantly positive correlation, correlation as high as 0.535.PC-JD-R model put forward by this study has been basically verified: a high degree and a low level of psychological contract that need to meet with staff that have significant difference in job engagement and job burnout. That is, meet the needs of the psychological contract will serve as resources is to promote job engagement, unmet psychological contract will serve as job demand lead to job burnout. This study provides a guide to support the theory for human resources management of the enterprise.