Research On The Relationship Between Perceived Organizational Support, Employee Engagement And Job Performance

Organization’s rapid development and core competence’s keeping can not deviate fromtalent management. Organizations have to strengthen employee performance management toachieve its goal and strategy. It’s not enough to achieve employees’ high performance only byenhancing the performance management. Organizations need to dig out the deep reasons thataffect job performance. In recent years, researchers have proved that perceived organizationalsupport and employee engagement are closely related to job performance. Besides, these twofactors have their own correlativity. They provide new perspective in improving job performance.However, currently organizational support and employee engagement are very low in our country.In order to help organizations improving performance effectively, this paper applicant perceivedorganizational support and employee engagement theoretical, which to construction therelational model for organizational support, employee engagement and job performance. Andthen through analyzing the questionnaires result; the writer tries to proposed ways and solutionsfor enhancing the perceived organizational support and employee engagement management.This article is divided into five chapters. The first part is introduction, through elaboratingengagement and organizational supports’ important and the current status quo of China’s, thepaper analyze the background and meaning for this study. Then, introducing the study situationin home and abroad, research methods and technology roadmap, the key issues also mentioned.The second chapter is about the theoretical reviewed for perceived organizational support andemployee engagement, which is the theoretical basis for this article. The third part is studydesign and data analysis, contains setting the assumption of this paper to build the relationalmodel, designing questionnaire and analyzing data. The forth part is about managementrecommendations. This chapter is based on a business perspective, through the data analysis topropose the solutions about how to improve perceived organizational support and employeeengagement from. Finally, the last chapter gives summary about this paper and future study’soutlook in this field.