The Core Self-evaluation And Perceived Organizational Support Research On Generational Differences In The Effect Of Engagement

Engagement is the process by which employees are exposed to individual emotions,cognition and physical strength,and show themselves in the work,representing the positive work of the staff in the workplace.Employee engagement can directly lead to personal work experience and performance improvement,and ultimately bring the positive benefits of organization.Enterprise management managers believe that employee engagement is to enhance the competitive advantage of the core indicators of organizational growth is an important support.However,the existing research shows that employees are generally low degree of employee engagement,more than half of US employees do not achieve full professional status,2013 Gallup poll data show that China's professional staff accounted for only 6% lower than the United States and other countries.Managers in practice found that employee engagement showed a significant intergenerational differences: the older generation of employees more dedicated than the new generation of employees.Managers in the management practice found that 70's employees and 80's,90's employees in the self-awareness,environmental perception,work attitude and other relevant behavioral variables have significant differences,which is the management of modern enterprise managers raised the challenge.Unfortunately,there is relatively little research on the intergenerational differences in engagement.Therefore,in order to make up for the lack of research and provide practical value for the management of managers in practice,this study chooses the professionalism of our employees(70's,80's and 90's)to study the intergenerational differences,and focus on the three generations of employees The core self-evaluation and perceived organizational support to their engagement and their dimensions of the difference.Based on the review of social exchange theory,organizational support theory,self-decision theory and intergenerational difference theory,this paper proposes a moderating and mediating model by collecting the adversary variants of employee's degree of engagement and the intergenerational differences: the perceived organizational support mediated the core self-evaluation and engagement,and the generation moderated the impact.At the same time,combined with research questions,the study carried out a rigorous research design.In this paper,1245 valid questionnaires were used to analyze the intergenerational differences of employee engagement and the generational differences between core self-evaluation and perceived organizational support on the degree of engagement and its dimensions.First,70's,80's,90's employees in the core self-evaluation,perceived organizational support,degree of engagement and its dimensions of the three variables on the analysis of intergenerational differences;second,the staff of 70's,80's and 90's dedicated the impact of factors on the relationship between the degree of engagement and its dimensions of the differences,the major part is the analysis of difference among the 70's,80's,90's;finally draw the corresponding conclusions.The results show that it is necessary to manage differentiated employees in different management.70's engagement and perceived organizational support was significantly higher than 80's,90's employees,and three generations of employees of the core self-evaluation has no significant difference;80's,90's the core self-evaluation,perceived organizational support for employee directivity significantly higher than 70's,at the same time,between 80's and 90's the two generations of employees there are significant differences between the core self-evaluation through the organization support the impact of the total effect of the relationship between the three generations there are intergenerational differences,70's the total effect higher than 80's,more than 90's.In this paper,based on the practical management problems faced by Chinese enterprise managers,the core self-evaluation,perceived organizational support and engagement are included in a research framework.The relationship between variables is verified by empirical analysis.Interdependence of interrelationships,and provide theoretical basis for managers to formulate appropriate management programs when faced with different generations of employees.