This paper studies the influence of perceived organizational support on
employees’ job engagement, knowledge sharing, and innovation behavior in
private enterprises after China implements the economic opening policy. Improving
employees’ job engagement, knowledge sharing, and innovation behavior through
organizational support has become a significant challenge faced by advanced
manufacturing enterprises which is also a hot issue in human resource management. Previous studies have proved that perceived organizational support is
an essential situational variable that affects employees’ job engagement, knowledge
sharing, and innovation behavior, but the research on its influencing mechanism
is not enough. Therefore, based on the questionnaire survey data of 306
employees of advanced manufacturing enterprises in the Yangtze River Delta
of China, this study uses SPSS26.0 to test the hypothesis. The results show
that, first, the three sub-factors of job support, value identity, and profits
matter have significant positive (+) effects on job engagement. Second, the
three sub-factors of job support, value identity, and profits matter have significant positive (+) effects on knowledge sharing. Third, the three sub-factors of job
support, value identity, and profits matter have significant positive (+) effects
on innovation behavior. Fourth, job engagement has significant positive (+)
effects on knowledge sharing. Fifth, job engagement has a significantly positive
(+) impact on innovation behavior. Sixth, knowledge sharing has a significantly
positive (+) impact on innovation behavior. Therefore, managers of enterprises
should pay attention to the role of perceived organizational support in employees’
work and life, give employees sufficient job support, value identity, and care
for their interests, so that employees can feel the attention and respect of
the enterprise and have a sense of belonging and loyalty to the organization
so that employees can devote themselves to work from the heart, and encourage
information exchange and knowledge sharing among employees. Trigger its
innovation power; Enterprise managers can also formulate related policies
such as rewards, resource support, training, etc., so that employees can feel
the concern of the enterprise and better motivate employees to improve the
competitiveness of the enterprise and make the enterprise develop continuously
healthily and rapidly.