Study On The Interaction Effects Of Engagement And Competency In The Process Of Driving Working Performance Improvement

In recent twenty years, employees’engagement and competency have been the hot spots of the fields of organizational behavior and human resource management, scholars and consulting companies at home and abroad are all dedicated to studying the human resource management means and methods to improve employees’work performance from the two aspects mentioned above-employees’engagement and competency, and have done a large number of empirical researches show that employees’engagement and competency have significant and positive correlation with employees’work performance. But in today’s academic field, there are few of theories studying the impacts on employees’ work performance in the way of combining employees’ engagement and competency, and studies about the interaction effect of engagement and competency to improve employees’work performance are especially even much rarer. Employing the "competency-engagement" HRM mode constructed by Liu Yong and Zhao Bin (2010) as a reference and on the basis of it, this study continues to discuss the positive correlation between engagement and competency and personal performance of employees, and delves into studying the interaction effect of engagement and competency in the process of driving work performance improvement.In this study,210employees from A Company are taken as objects of a questionnaire survey, which aims to study the relationship between employees’ engagement and competency to work performance and meanwhile explore the interaction effect of them two in the process of driving work performance improvement. This study is designed mainly on the basis of literature review. At the same time, with the use of SPSS19.0statistical software for the reliability and validity analysis of data and the application of LISREL8.70structure equation model software for confirmatory factor analysis and interaction model construction and validation analysis respectively, this study, according to the results of data analysis, draws the main conclusion that engagement and competency both have positive impact on employees’ work performance, which verifies the previous conclusion of many experts and scholars. Then, on the basis above, this study also proves the existence of interaction item of engagement and competency through building structural equation model, and then concludes that under the influence of the interaction item, engagement and competency can both weaken work performance in a certain degree, but at the same time the interaction item can strengthen the positive influence on work performance. Besides, in the presence of interaction effect, the driving effect of competency on work performance is stronger than that of engagement. This provides new trains of thought and methods of research to guide the practice of human resource management better.