Perceived Organizational Support and Employee Engagement: Based on the Research of Organizational Identification and Organizational Justice

Abstract

On the basis of theoretical research, this paper constructs the relationship model of perceived organizational support, organizational identification, employee engagement and organizational justice. With questionnaires from 350 employees in 28 provinces, we empirically tested that the organizational identification plays a mediating role and organizational justice has a moderating effect by using the correlation analysis and structural equation model and regression analysis. The results show that: firstly, per ceived organizational support and employee engagement have significantly positive correlation, perceived organizational support applies directly positive influence on employee engagement; secondly, perceived organizational support can also play a role in employee engagement through organizational identification, in other words, organizational identification has partial mediating effect between perceived organi zational support and employee engagement; thirdly, this paper verified that organi zational justice plays a moderating role on the relationship between perceived orga nizational support and organizational identification.