Research On The Relationship Between Role Stress And Employee Engagement

In reality, we often find such a phenomenon, employees faced with job insecurity, frequent job-hopping, but state-owned institutions, the civil service unit staff turnover rate is very low.But companies pay more attention to the retention of talent, because training a skilled corporate business, approbated corporate culture employees are authorized to pay certain costs and price. Compare these two corporate nature.We found that public sector employees and the civil service employees face the relative less pressure, and the employees of institutions, organs have the higher switching costs to the corporate staff. So if the working pressures is the mian reason that employees change jobs frequently and not dedicated to their organiztions.If the high switching cost is the key to remain talent employees.Today, science and technology revolution has changed the traditional way of working. Employment pressure, working pressure in all walks of life continue to rise._Most employees facing job stress, job slack problem. Working pressure brought a series of negative behavior will seriously affect their psychological sense of belonging to the organization, dedicated decreased and other issues. This will have a tremendous negative effect Enterprises.In this paper, by thinking of the two status, explore the new models on the relationship between job stress and engagement. The career switching costs as the moderator introduced engagement change models. Work pressures extracted role stress factor as independent variables. Employee engagement levels as the dependent variable. Study the role of stress and the impact of the interaction of career switching costs arising from employee engagement.The innovation of this study is to introduce career switching cost to the adjustment mechanism impact of employee engagement. And this study different from the previous studies which amid at the positive factors, it researches at the negative factors of role stress explore the impact of employee engagement.This paper selected two research objects in the lower-level managers and ordinary employees. In an interview to understand that in these two types of employees are often faced with the role of pressure, but the pressure senior managers are often faced with performance indicators. The study used a literature review, interviews, etc.Formation the role of stress, employee engagement measurement scale by comprehensive analysis. And by reference to authoritative literature design career switching costs scales and conducted a rigorous test of its reliability and validity.To understand the current situation in the presence of three variables studied, using a questionnaire survey to study. Data collected empirical research (SPSS19.0) to explore the role of pressure on the predictors of employee engagement and career transition costs of various dimensions regulatory role in the mechanism of this effect. The empirical results show that role stress two dimensions (role ambiguity, role conflict) on employee engagement have obvious negative prediction. Program conversion costs, economic conversion costs regulate of role conflict and employee engagement. Relationship conversion cost regulate of role ambiguity/role conflict and employee engagement.Based on the results of this study.Three suggestions about corporate talent management as the following.First, right-sizing the organization to avoid long leadership. Second, rational planning staff career advancement mechanism.Third, develop higher career switching costs, and increase the opportunity cost of leaving.