Research On Influencing Factors And Promotion Strategies Of Engagement Of New Generation Employees In S Company

Under the background of economic liberalization,the competition for human resources among modern enterprises has become increasingly fierce.How to effectively mobilize the enthusiasm of human resources introduced and recruited and improve the engagement degree has become the subject of competitive research by scholars.In the current economic development mode driven by innovation,the construction and cultivation of human resource teams are the focus of modern enterprises and the key to the cultivation of soft power,which is conducive to promoting innovation,cultivating competitiveness and promoting the healthy operation of enterprises.At the same time,the new generation of domestic employees step into the work position one after another.Influenced by the domestic fertility policy,culture and concept,they grow up in the period of rapid development of domestic economy and feel the impact of a series of environments such as reform and opening up and China’s accession to the WTO.Therefore,it adds a new perspective to the study of scholars.In the future,the new generation of employees is bound to become the main force of the enterprise.How to firmly grasp the characteristics of this generation of employees and mobilize their engagement is a thought-provoking issue for the enterprise.S company was established in 2012 and registered in a provincial capital city in the west of China.It is a company engaged in engineering surveying and survey,which is a technology-intensive and knowledge-intensive enterprise.The employees of S company are between 20 and 35 years old,and they have encountered certain difficulties in the construction of human resources and staff management.For example,the new generation of employees is unfettered,team consciousness is poor,it is difficult to form a cohesive force.For another example,the superior growing environment of the new generation of employees leads to more pursuit of self-improvement,self-recognition,and a weak sense of organizational belonging.While developing its business and improving its technology,S company has been thinking about how to improve the cohesion and engagement of the new generation of employees.Based on this,this paper constructs AMOS structural equation model from the perspective of organizational identity and engagement through the analysis of concepts and literature.Moreover,occupational development and organizational equity indicators related to engagement are introduced.S company is introduced as a case.The empirical results show that organizational identity plays a significant role in promoting the engagement of the new generation of employees.Second,pay attention to the career development and ability improvement of the new generation of employees;Third,constantly improve the management level of managers.It aims to help S company form a cohesive force among its employees and improve its operating efficiency.