Font Size: a A A

The Study Of How Organizational Culture Influence Employee’ Career Growth And Organizational Commitment

Posted on:2017-04-15Degree:DoctorType:Dissertation
Country:ChinaCandidate:W ZhangFull Text:PDF
GTID:1109330485960291Subject:Business management
Abstract/Summary:PDF Full Text Request
The staff’s organizational commitment refers to one kind of attitude and behavior which reflect staff’s identity and thus willing to contribute to the organization. Organizational commitment has been the focus of academic and management field because it can effectively predict staff’s performance and turnover behavior. Studies have confirmed that the formation of staffs organizational commitment mainly comes from two aspects:organization and staff. The former is organizational culture, the latter staff’s career development. Organizations rely on staff to achieve performance goals, and staff need to rely on organization to achieve professional development, whereas organizational culture is no other than the environment and support of achieving staff’s career development and organizational commitment. Modern enterprises regard human resources as the first resource of enterprises, which promote mutual development of organizations and staff more. However, the existing literature has not combined organizational culture, staff’s career development and organizational commitment to study together.This paper constructs a theoretical model regarding organizational culture as independent variable, organizational commitment as dependent variable, and staff’s career development as intermediary variable. Through statistics and analysis method of multiple regression and structural equation of the 385 effective samples, the paper studies the influence of organizational culture on career development and organizational commitment. Most theoretical hypotheses proposed in this thesis are verified. The contents and conclusions of this paper are as follows:Firstly, organizational culture is divided into result-oriented organizational culture and staff-oriented organizational culture on the basis of predecessors’ research and preference of organizational management philosophy. The paper has developed a two-dimensional organizational culture scale, and the empirical test shows that the reliability and validity are both favorable.Secondly, this paper has discussed the influence of the two kinds of oriented culture on staff professional development. Among them, the staff" professional development can be divided into four dimensionsrprofessional goal progress, professional ability development, promotion speed and wage growth. The empirical study shows that there is negative correlation between result-oriented culture and staff"s career development, and there is positive correlation between staff-oriented culture and staff’s career development. The two oriented cultures influence all the dimensions of career development differently.Thirdly, this paper has discussed the influence of the two kinds of culture orientation on staff organizational commitment. Among them, organizational commitment can be divided into three dimensions:emotional commitment, continuous commitment and normative commitment. The empirical study shows that there is a significantly negative correlation between the result-oriented culture and organizational commitment, whereas there is a significantly positive correlation between the staff-oriented culture and organizational commitment, and the two oriented cultures influence all the dimensions of organizational commitment differently.Fourthly, the paper has verified the influence of staf’s career development and organizational commitment on the basis of predecessors’research. The empirical study shows that on the whole staff’s career development has an appreciable influence on organizational commitment. In the sub-dimension inspection, all other dimensions positively promote organizational commitment besides that professional ability development and continuous commitment have negative correlation.Fifthly, this paper has discussed intermediary function of staff’s career development on organizational commitment in the two culture orientation. The empirical study shows that in the influence of result-oriented culture on organizational commitment, staff’s career development plays a complete intermediary role; in the influence of staff-oriented culture on organizational commitment, staff’s career development plays parts of intermediary role, and the four sub-dimensions of staff’s career development have different influences of the two culture orientations on organizational commitment.Last of all, the paper has discussed the existing group differences of organizational culture on the influence of staff’s career development from the aspects of gender, age, education level and nature of enterprises. The empirical study shows that the four groups which are male and female, new staff and old staff, high degree and low degree, state-owned enterprises and private companies exist significant differences in the influences of the two culture orientations and staff’s career development.The conclusions of this paper can enrich the exploration and research of staf’s career development and organizational commitment, and the study of the relationship among organizational culture. Validation of staff career growth mediation role can clarify the mechanism of the organizational culture impacting on organizational commitment, staff’s career development and organizational commitment can fill the blank of the current academic circles. At the same time, the research results can provide extremely realistic guiding significance for enterprises’management practice. Due to the limited theoretical level and such problems as samples, there are still many deficiencies in the aspects of theoretical depth and universality, and the paper is looking forward to further exploration.
Keywords/Search Tags:Result-oriented organization culture, staff-oriented organization culture, staff’s career development, organizational commitment, group differences
PDF Full Text Request
Related items