Research On The Relationship Of Job Stress, Perceived Organizational Support And Job Satisfaction Among Knowledge Workers

The development of the new economy making knowledge capital the main driving force of the development of the global economy and the key factor for enterprises acquiring compititional advantages.As carrier of knowledge,knowledge workers are becoming core human capital of companies,they are the foundation of companies'unceasing development and growth,and the achevements of last success.How to incentive kenwledge-workers effectively,enchancing their job satisfaction has become an important task in human recourse management.The corresponding aspect is that,the new economy is an age which is charterised by competition and change.Living in this age,people feel that job demands are incrising and rhythm is speeding up.In recent years,the phenomenon of death from overwork because of job stress frequently emerge in our society.Which improve our concern of job sterss.Overhigh job-stress is not only harmful to employees'physical and mental health,but also affecting their attitude and behacior towards job,and therefore individual job performance and organizational whole efficacy.Thus,since the last century,how to low the level of employees'job stress and manage job stress effectively has become one of the important research subjects.Research on organizational behavior and employees' relationship based on social exchange is currently a common trend in the relative international academic study.Organizational support is considered as an important means to relieve working pressure.However,research progress made in recent years shows that organizational support has not significantly relieved the employees' working pressure.What is more important,the differences between Oriental and Occidental cultures will exert much influence on the practice of human resources management.This research is just conducted against such a background.It explores the relation among working pressure of knowledge workers,perceived organizational support and job satisfaction.Firstly,it makes a detailed measurement scale form by reviewing the literature and discusses the specific structure of working pressure on and perceived organizational support to knowledge workers through sample survey and factors analysis.Secondly,it studies the practical functioning mechanism of the perceived organizational support between the source of working pressure and the response to them through the relative analysis and multiple regression analysis.Lastly,this research makes some proposals for working pressure management strategy.The main research conclusions of this paper are as follows:(1)the concrete structure of the job stressors of knowledge-workers,work role,income,personal relationship and tissue-tendency are bad stress,and work task is good stress.(2) tissue tendency and income are the two main factors which affect job satisfaction,while tissue tendency and work task have important effect to job burnout.(3) job stressors is notably correlative to perceived organizational support,work task notably increase affective perceived organizational support of knowledge workers..(4) work role is he most influential job stressor factor to affective perceived organizational support of knowledge workers,and tissue tendency is the most influential job stressor factor to instrumentality perceived organizational support.(5) perceived organizational support has significant positive directly affects to job satisfaction,and significant inverse directly affects to job burnout.(6)compare to instrumentality perceived organizational support,affective perceived organizational support has more significant positive directly affects to job satisfaction,compare to affective perceived organizational support,instrumentality perceived organizational support has more significant inverse directly affects to job stress.(7) perceived organizational support are mediation and regulation between job stressor and influce of organizational support factors to stress reaction of knowledge workers.