Job Resources, Job Involvement, and Employee Satisfaction in Chinese Companies
Abstract
obally, low employee satisfaction has led to high turnover costs and poor performance, creating a significant problem in both academia and industry. Based on the Job Demands-Resources (JD-R) model, it takes a look, which detects the mechanism using technology sources, as well as mutual conditions, compensation, and the development of the profession, the employee affects happiness and investigates work on work engagement. A questionnaire survey of 256 respondents (N=256) earned valid data in China which has been analyzed thru partial least square structural equation modelling (PLS-Sem). The findings suggest that these technology resources are not best at once and affect the satisfaction of the employee, but also do not contribute directly through engagement, where the intermediate effect of work engagement is particularly high. The result suggests that it is important for their pleasure to improve the feelings of employee involvement and dedication. This study provides realistic insights to strengthen the employee's satisfaction for companies and beyond, validating the walking cultural purpose of the JD-R model. Companies should prioritize to promote an excellent mutual environment, optimize reimbursement and gain systems and expand the development paths to the profession. By increasing the feeling of commitment and performance, they are able to establish a virtuous cycle of resources, effectively stimulate the staff's motivation and constantly develop in satisfaction.
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