Research On The Improvement Of Employee Engagement In University Library

The library is an organization that collects and organizes books and materials for people to read.It has functions such as the preservation of human cultural heritage,the development of information resources,and participating in social education.University libraries are responsible for the teaching activities and research activities of the auxiliary schools and the inheritance of human civilization.With the rapid development of the Internet and information technology,the diversification of information access channels has brought both opportunities and great challenges to the development of university libraries.With the opportunity of extensive use of high technology,the implementation of modernization and standardized management of university libraries will help to play its role better in service teaching and scientific research.But on the other hand,in the context of rapid changes,how to keep up with the pace of development,solve a series of problems in management and service,and achieve leap-forward development is also a challenge for university libraries.In order to follow the development pace of information and realize modern management,university libraries must fully understand the importance of human resource management and regard the management of human resources as the core of all management.Employee engagement is a kind of heartfelt,willing and proactive active,and one of the most important responsibilities of the organization is to provide a dedicated atmosphere for dedicated employees and achieve a win-win situation for the organization and employees.In practice,the more employees are dedicated,the more they communicate organizational values actively,maintain organizational interests,and improve the creativity,thereby achieving customer orientation,innovation orientation,and self-growth of the management system.Finally,these will increase organizational performance.Cultivating the professionalism of librarians and realizing the goals of the library is an important issue.However,in the real work,some library employees were found to have late,early leave,negative absenteeism,and poor service attitude,no concern about library affairs,over-and-out,and lack of motivation.Therefore,it is necessary to understand the current level of employee engagement,whether it is a common phenomenon or an individual phenomenon,and what the cause of the current situation is.After reviewing the meanings and influencing factors of the previous degree of engagement in the literature,the employees of seven university libraries in a central province were investigated to study the employee's engagement.Through the preliminary semi-structured interviews and the reviewing of the literature,the working factors and personality factors that affect the level of employee engagement are determined.The work factors include the following: job characteristics,salary satisfaction,leadership member exchange relationship,organizational identity,organizational justice,work-family enrichment.According to the previous scales and research needs,the questionnaire was designed,including the demographic characteristics,the level of engagement and the factors affecting the level of engagement,and 332 questionnaires were effectively collected.Through the statistical analysis of the data,the main conclusions are drawn.The overall level of engagement of library staff is acceptable,but the room for improvement is also very large.There are differences in the level of employee engagement between different genders,ages,and education levels.In terms of gender,female library employees are more engaged than male.From the age point of view,as the age increases,the level of engagement increases,until the age group close to retirement begins to decline.Among the factors affecting the degree of engagement,salary level,organizational fairness and job characteristics have a greater impact.Leader-member exchange relationships are in the middle.Organizational identity and work-family enrichment are behind.In terms of remuneration,employees feel that wages are low and wages increase is slow.In terms of organizational fairness,employees believe that distribution fairness and procedural fairness are not well done.As for job characteristics,employees feel that work is boring and their work is not important.With regard to leader-member exchange relationships,leaders need to invest more in understanding and caring for employees.According to the results of data analysis,specific tactics are proposed.In terms of post establishment: the arrangement of work and employee personality characteristics,job rotation,setting challenging work objectives,career planning and competition for post.To establish a subject librarian system to enable the library to serve the school's scientific research more specifically.For compensation management,employee are provided flexible welfare policies and granted subsidies according to the particularity of certain positions.The trade union organizes many activities to enrich employee life.Organization strengthens communication with employee,especially the communication of important decision-making and employee performance evaluation.Library should emphasize the hidden benefits for employees,and enhance the sense of identity and belonging of employees.To establish a library culture that is readers first,open and inclusive,innovative,and caring for employees.Other measures,such as strengthening professional identity,enhancing professional respect,participating in decision-making and having more opportunities for learning and improvement can also promote the work engagement.Finally,it points out some shortcomings in the research of the thesis,and looks forward to further research.