The Factor Research Of Organizational Commitment In The Organizational Reform Period

Organizational commitment reflects employees'attitude to the organization, then the organizational change inevitably impact their attitude. Especially in recent 20 years, due to the great changes in internal and external environment, organizations are undertaking some changes to adapt to it, but the results are not so good. Organizational change is often followed with some low citizenship behavior, such as lower work performance, quit intention, absence, and leaving, and the main reason is "people", so how to improve the organizational commitment of employees' who are in the organizational change period is necessarily be discussed.This article mainly take employees who are in organizational change period as the research object, based on the common influencing factors of organizational commitment, combined with the main factors resist to the changes, to analyze the factors affecting organizational commitment of employees who are in organizational change period. After integrating the related literature, the article mainly divided factors of organizational commitment into three categories: individual factors (age, gender, education level, personal investment), factors related to work(challenging work, work feedback, clear work role, independence of work, organization support, organization justice, training and promotion opportunity), after analyzing employees'low citizenship behavior, try to put up some factors related to change (recognizes, communication,, trust, attendance to the change), and analyze how these factors influence the organizational commitment.The innovation of research is mainly in three aspects: (1) integrates traditional influence factors of organizational commitment, and adapts them in the research on the organizational commitment of organizations during change period. In recent years, some scholars has gradually pay attentions to organizational commitment of employees who are in the organizational change period, they only choose one variable for research or just take qualitative research. (2) based on the research of old related literature, his article puts up some factors related to change (recognizes, communication,, trust, attendance to the change (3) overall, this article comprehensively analyzes the influencing factors of organizational commitment of employees who are in the organizational change period, for managers grasp how to improve employees'organizational commitment in a changing organization. In this study, we investigated the employees who are in organizational change and collected 233 questionnaires four months. On the basis of the analysis of reliability and validity, the developed hypotheses were tested via the relevant methods of mathematical statistics; the main conclusions are as follows:(1) In the personal-related factors, the impact of gender on organizational commitment reaches the significant requirements in the period of organizational change. And the organizational commitment to gender T test significant mean coefficient was 0.035, less than 0.05, reach the significant requirements. But other factors including age, education lever, and personal investment impacting on the organizational commitment were not reaching the significant requirements.(2) In the organization-related factors, the impact of organizational support, organizational training and promotion opportunities on organizational commitment reached the 0.05 significant levels, and the standardized coefficients were 0.22, 0.22, and 0.35. But the impact of organizational justice on organizational commitment was not reaching the significant requirements.(3) In the job-related factors, the impact of role clarity, job feedback and job autonomy on organizational commitment reached the 0.05 significant levels, and the standardized coefficients were 0.25, 0.19, and 0.39. But the impact of job challenging on organizational commitment was not reaching the significant requirements.(4) In the change-related factors, the impact of the trust for change, the communication for change and the involvement in change on organizational commitment reached the 0.05 significant levels, and the standardized coefficients were 0.22, 0.27, and 0.19. But the impact of the identity of change on organizational commitment was not reaching the significant requirements.