A Study Of Relationship Between Employee Engagement And Job Performance Of Sales Staff In State-owned Enterprise

Under the market economy, enterprises in order to obtain considerable development, mustbe decided in accordance with the products and services provided by the real needs of themarket. The sales staff is an important bridge to connect businesses and markets. As ahuman resources and business performance contact the closest part of the sales staff of theenterprise’s survival and development plays a vital role. However, the reality is that mostcompanies face a huge loss of time sales staff, enthusiasm and a general decline in theoverall quality of the work and continue to reduce the level of other issues. How to improvethe professionalism of the sales staff to improve their performance level has become animportant business research.The main purpose of this study was to investigate the effect of the relationship betweensales staff engagement and job performance, on this basis, to find out why the state-ownedenterprise sales staff engagement and job performance is not high and emerging issues, andto address these issues, proposed to increase the sales staff engagement, rationalizationproposals and measures to improve job performance, stimulate sales staff work initiativeand enthusiasm, enhance the management level of the sales staff.The main contents of this study include the following aspects:a. The literature research on sales staff engagement, job performance, and the relationshipbetween both. This paper started from discussing the definition and characteristics of salesstaff, then defined the research object as sales staff in the state-owned enterprise. On thebasis of a comprehensive study of a large number of documents, this study carried out thedefinition of employee engagement, structure dimensions, factors and measurement toolsand method. The literature on job performance has been basically formed a system. Thispaper studied on job performance from the definition, characteristics and structuraldimensions.b. The qualitative and quantitative research on the relationship between the state-ownedsales staff engagement and job performance by using the methods of mathematicalstatistical and empirical research. Based on the review of domestic and foreign researchresults, this paper built research model, proposed hypothesis, designed the questionnaires ofemployee engagement and job performance of the SOE sales staff, organized theinvestigation, then conducted empirical analysis, and ultimately obtained the conclusions.c. Making recommendations and measures about how to improve the state-ownedenterprise sales staff engagement to improve job performance by combining the empiricalresearch conclusions. This paper gave out some rationalization proposals and measuresfrom career planning, training and development, compensation system, enhancing corporatevalue and improving the working environment and other aspects to enhance the level of engagement.d. Identifying shortcomings of this study, and indicating the direction for further research.Limited to the research tools, literature documents and study objects, this article has someshortcomings in the research process. In the future, we should develop a more scientificscale of employee engagement, and study the impact of individual factors on employeeengagement deeply.In the study, after revising the famous engagement measurement scale UWES, I carried outthe test questionnaire of sales staff engagement; while referencing and revising YuDecheng’s scale of job performance to form job performance questionnaire. Twoquestionnaires have good levels of reliability and validity. By selecting the sales staff ofNorth Heavy Industries Group Sales Branch to conduct field surveys,150validquestionnaires were collected. After statistical analysis, I got the following conclusions:a. Demographic variables affect the level of sales staff engagement, of which the impacts ofgender, education, age, income level and post reach significant level;b. Demographic variables affect the level of sales staff job performance, of which theimpacts of education, age, length of service and income reach significant level;c. There were significant positive correlation between sales staff engagement and itsdimensions and job performance and its dimensions;d. Sales staff engagement positively predicts job performance and its two dimensions.For the study conclusions, we proposed the following suggestions and measures to improvesales staff engagement levels, so as to enhance job performance:a. Making career planning and design, and opening the future development channels;b. Improving training and job training for sales staff to form a reasonable personnelstructure and ability reservation;c. Establishing a fair and reasonable compensation system to improve a sense of fairnessfor sales staff;d. Enhancing the reputation and visibility of state-owned enterprises to improve thebelonging and the degree of recognition;e. Recreating a good working conditions and harmony organizational climate, and optimizeenterprise environment.Compared with previous studies in the field, the main innovation of this study is:a. Research perspective; b. Study object; c. Angle of novelty.