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Abstract
In the employment relationship, organizational factors are the main factors that affect employee behavior. Especially for knowledge-based workers, it is even more crucial for organizations to give enough attention to their individual needs. Based on Existence, Relatedness, and Growth (ERG) theory, this study constructs a moderated mediating model to explore how the impact of the employee–organization relationship (EOR) on work engagement (WE) and work well-being (WWB) of knowledge-based employees. In this study, existence–relatedness–growth need satisfaction (GNS) is used as a mediator and the perceived symbiotic relationship is used as a moderator. Data collected from 791 knowledge-based employees in higher education institutions from more than 20 provinces and cities in China are used to test the model. The results show that (1) EOR has significant positive effects on WE and WWB. (2) Need satisfaction for relatedness partially mediates the effects of EOR on WE and WWB. (3) Need satisfaction for growth mediates the effect of EOR on WE while the mediating role of need satisfaction for growth between EOR and WWB is unsupported. (4) The mediating role of need satisfaction for the existence of EOR on both WE and WWB is unsupported. (5) The perceived symbiotic relationship moderates the relationship between EOR and WE and WWB. The findings are of theoretical significance in expanding the research field of EOR and providing a basis for organizations to implement EOR strategies.
Highlights
With continuous breakthroughs in science and technology, knowledge has become the driving force of a new era and a decisive factor in economic and social development
This study proposes the following hypotheses: H2c1: The perceived symbiotic relationship moderates the relationship between organization inducements (OIs) and employees’ work well-being (WWB) such that the well-being is stronger for employees with increasing perceived symbiotic relationship
We propose that employees’ perceived symbiotic relationship predicts employees’ work engagement (WE) and WWB
Summary
With continuous breakthroughs in science and technology, knowledge has become the driving force of a new era and a decisive factor in economic and social development. In such a context, knowledge-based employees have replaced the traditional labor force and become core employees in various organizations (Liao and Wen, 2009). From the perspective of organizational human resource management practice, the main challenge is to balance the expected changes in the relationship between the organization and employees, which directly determines the individual behavior of knowledge-based employees affecting organizational performance; in particular, due to the characteristics of knowledge-based. Knowledge-based employee engagement will directly affect employees’ work efficiency, which decisively impacts organizational performance and customer satisfaction (Kahn, 1990). It is worth considering how to realize the alignment of interests and establish a synergistic relationship between employees and organizations
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