Research On The Relationship Between POS And Employees' Engagement

Nowadays nearly no enterprise can promote sustainable and long-term development only through enhancing the satisfaction of its employee, for their needs and expectations are under constant changes. It is the employee engagement that can directly make for the success of an enterprise. High employee engagement exerts the greatest influence on the performance indicator which is one of the major concerns of an enterprise. Therefore, only by avoiding brain drain and improving the employee engagement can an enterprise function and operate in an effective and sustainable way .Results of investigations revealed that in China employee engagement is not high in general, the purpose of our study is to explore how employee engagement is influenced by POS and find ways of upgrading it.From the perspective of mental management, the relationship between organizations and employees are no longer only require employees commitment, but also ask the organizations' respect for employees, care for our staff. Therefore, the POS theory has become one of the important theoretical foundation of the relationship between employees and organizations, The purpose of this study is to explore the impact of POS and its antecedent variables to employee engagement In theory, On the basis of analyzing and summarizing the existing research achievement of POS and employee engagement at home and abroad, this research uses questionnaire method to explore the employee engagement in China and discuss the dynamic relationships between antecedent variables of POS, POS and employee engagement. From this study, this research tries to introduce some instructional suggestions for human resource management of enterprises. So this research has important practical significance.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; the three antecedent variables of POS -procedural justice, perceived supervisor support (PSS), organizational rewards and job conditions, they are all positive with POS, and PSS is the strongest positive with POS. Moreover, all the three antecedent variables of POS and POS present postive correlation with employee en- gagement. The research also approves that POS can effectively mediate the relationship between the three antecedents of POS and employee engagement. According to the study, some suggestions were 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 mainly reflected in two aspects: First, as our research of Employees engagement is not yet ripe, this study has certain 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 the application of psychological theory as guidance, analysis and study the impact of Employees engagement Factors and Solutions, has a certain innovation.