Organizational Support's Impact on Well-being and Engagement of Post-90s Workers

Abstract

Given the unique characteristics of post-90s knowledge workers, it is essential to examine how psychological factors such as perceived organizational support and subjective well-being influence their work engagement. This study focuses on analyzing the relationship between perceived organizational support, subjective well-being, and work engagement among post-90s knowledge workers. Utilizing the frameworks of self-determination theory, social exchange theory, and conservation of resources theory, this research develops a model that delineates the pathway from organizational support to subjective well-being, and subsequently to work engagement. To empirically test this model, we conducted a literature review and administered a questionnaire survey to 553 post-90s professionals in China. Our findings reveal that instrumental support has a positive impact on work engagement; organizational support enhances subjective well-being; instrumental support boosts subjective well-being; subjective well-being elevates work engagement; both psychological and emotional well-being significantly contribute to work engagement; and notably, subjective well-being mediates the relationship between organizational support and work engagement. This comprehensive analysis provides valuable insights into the dynamics of work engagement among post-90s knowledge workers.