Job-Related Factors Influencing Employee Engagement: Towards an Improved Human Resource Policy in Selected Technology Enterprise, Hangzhou, China

Abstract

This study identified the job-related factors influencing employee engagement, resignation intention, and retention at Xiaomi Enterprise in Hangzhou, China, and used the findings to propose an improved human resource retention policy. A descriptive-correlational quantitative design was used with 200 valid employee responses. Respondents were profiled by years of work experience, job level, and department. Job-related factors included salary and benefits competitiveness, career development opportunities, work environment and atmosphere, and corporate culture identity, while employee engagement was measured through communication and job autonomy. Weighted mean, standard deviation, reliability testing, and Pearson correlation were applied. Results showed that career development opportunities were the most influential retention factor, followed by salary competitiveness. Work environment, atmosphere, and corporate culture identity showed moderate but meaningful influence. Engagement was moderate overall, with communication stronger than job autonomy. All job-related factors were significantly and positively correlated with employee profiles and employee engagement at p < 0.001, leading to the rejection of H01 and H02. The findings support a retention policy focused on career paths, fair compensation, supportive leadership, workplace well-being, transparent communication, autonomy, and organizational culture.