Abstract: By using the independent-samples T test,linear regression and pearson correlation analysis,the result indicates that employee engagement is significantly different among the employees'age,sex,the status of marriage,and the nature of the organization; three antecedent variables of POS procedural justice,perceived supervisor support(PSS),organizational rewards and job conditions,are all positive with POS,and PSS is the strongest positive with POS. Moreover,all the three antecedent variables of POS and POS present positive correlation with employee engagement. The research also proves that POS can effectively mediate the relationship between the three antecedents of POS and employee engagement. According to the study,some suggestions are given about how to improve the employee engagement,which will be beneficial for both the theory and practice of management in enterprises. By providing the employees with more organization support,the employees will demonstrate more engagement. Meanwhile,the organization can also improve the perceived procedural justice,PSS,organizational rewards and job conditions to make the employees engage more. The creative points are mainly reflected in two aspects: First,as the research of employees' engagement is not yet enough,this study has a certain degree of innovation. Second,research for the manager to improve employees'engagement has a certain degree of enlightenment. This study uses human resources management,enterprise management and psychological theory as guidance,analyzes and studies the impact of employees' engagement factors and solutions,is innovative to a certain extent.