The Empirical Research Of Employee Engagement Mechanism:Based On JD-R Model

Variability of the business environment makes the engagement of employees to become an important source of competitive advantage,and currently the mechanism of engagement is one of the key difficulties in study.Bakker proposed job demands- resource model to explain the mechanism of engagement which is the acceptance of the highest model. But many of the assumptions of the model is also a lack of empirical research.The purpose of this study is to revised job demands and job resources based on Scale job demands- resource model and confirm the part of the model assumptions to explore the mechanism of employees engagement under the Chinese cultural background in further.Usingliterature analysis, scale investigation and empirical analysis methods in my study to carried out job demands- resource scale revision and the validation and Perfection of theoretical model. The first part is the revision of job demands-resource Scale. That includes two stages: the first stage collected 427 valid samples using the convenience sampling to conduct items analysis, exploratory factor analysis,the reliability and the validity examination;the second stage collected 382 valid samples also using the convenience sampling to confirmatory factor analysis.The second part is to explore the mechanisms of engagement based on job demands-resource model.We collected 548 valid samples using overall sampling.Our statistical method includes descriptive statistics, related analysis, structural equation modeling analysis,moderating and mediating effects analysis.The study concluded as follows:1.Some theoretical hypothesis about the engagement mechanism model Bakker proposed verified in our study:(1)Personal resources(psychological capital) effect engagement positively.(2)Job resources effect engagement positively.(3)Engagement effects work performance positively.2.Some theoretical hypothesis about the engagement mechanism model Bakker proposed get different results in our study:(1)Bakker proposed that job demands moderate the relationship between psychological capital and engagement,but our study found that job demands mediate the relationship between psychological capital and engagement.(2)Bakker proposed that job demands moderate the relationship between psychological capital and engagement,but our study found that job demands mediate the relationship between psychological capital and engagement.3.Job demands incloud work pressure,cognitive demands,emotional demands,role conflict, hassles in our revised job demands scale;Job resources incloud autonomy,feedback,opportunities for development,coaching in our revised job resources scale.The revised job demands scale and the revised job resources scale have acceptable psychometric quality and can beapplied to evaluating the employee job demands and job resources in Chinese cultural background.4.Gender,education,age,marital status effect our study variables: psychological capital,engagement,work performance,job resources, job demands.