A Study On The Effect Of Total Reward On Employee Work Engagement

With the development of the economy,more and more companies realize that employees,as the main body of the organization,play a vital role in the development of the organization in terms of their work status and behavior.Work engagement is the state in which employees combine themselves with their work roles,devote their personal energy to their work,and fully demonstrate themselves.Employees maintaining a high level of work engagement can improve the market competitiveness of enterprises and help them develop.Since 2000,less than one-third of employees in the United States have been engaged in their work,and only about 13% of employees worldwide are actually engaged in the work process and making efforts to achieve their work goals.While employee engagement at work has received widespread attention,for many companies,employee engagement at work has not increased in more than a decade.Overall,employee work engagement is still at a low level worldwide.Inadequate levels of employee work engagement can lead to a variety of problems such as low labor productivity and lack of competitiveness,making it difficult for companies to survive and grow in the face of increasingly fierce competition.Therefore,it is necessary to study how to effectively improve the work engagement of employees.Research on the antecedents of work engagement focuses on job characteristics,such as work environment,job enrichment,job role matching,and job compensation,etc.These studies are all based on a single factor to explain employee work engagement.For example,there are studies on the economic perspective of work engagement such as money and benefits,and there are also studies on non-economic incentives,but how does the combination of the two affect the change of work engagement? Total reward,as a comprehensive compensation system covering economic and non-economic compensation oriented to employees’ needs,can improve employees’ work attitude and behavior by increasing their motivation to work.Based on this,this paper introduces job exuberance and job burnout as the mediating variables of total reward on employees’ work engagement based on the two self-regulatory mechanisms of promotion orientation and defense orientation,so as to construct a two-path model of total compensation on work engagement.At the same time,work focus,a personal trait of employees,is used as a moderating variable to investigate its moderating effect on the relationship between total reward and employees’ work engagement.The study collected questionnaires through an online platform and obtained 213 valid data.The data were analyzed and hypotheses were tested by using statistical software such as SPSS26.0.The study found that total reward can significantly increase employees’ work engagement by increasing work exuberance and decreasing work burnout,and that work focus has a significant moderating effect on the relationship between total reward and work engagement.The defensive work focus moderates the negative effect of total reward on employees’ burnout.The innovations of this study are: firstly,this study takes the five factors of total reward as a whole concept,which is helpful to understand the nature of total reward more accurately and clarify the path of total reward;secondly,this study introduces two variables,namely,job exuberance and job burnout,to build a dual path mechanism of total reward on employees’ work engagement,which is helpful to understand the impact of total reward on employees’ work engagement more deeply.Finally,this study adopts the moderating orientation theory to expand the study of situational variables of total reward,and by introducing facilitative work focus and defensive work focus as moderating variables,it helps people better understand that employees’ work status can be differentially affected by work focus characteristics.