Study On Organizational Commitment In The State-Owned Commercial Banks

As to the whole national economy, the safety and stability of the financial industry is an important "stability machine" in modern economy. The big four state-owned commercial banks are the major powers of the banking industry in China. Therefore, whether the big four state-owned commercial banks are stable or not relates to the stability of the financial industry of our country and that of the economy environment.According to the World Trade Organization (WTO) commitments of China, China fully opened its banking sector at the end of 2006. To draw on a great deal of elitists, the foreign banks will provide the more liberal incomes and the better posts for them after the foreign banks intrude into our country banking in many aspects, which will lead to great brain drain of state-owned banks and take a group of customers off. Therefore, how to keep the elitists and use them, which is an important problem for the state-owned commercial banks at present. A great amount of empirical researches have proved that organizational commitment can stably predict the employee satisfaction, job involvement, and absence frequency and turnover behavior. Therefore, to study the employee-organization relationship, many scholars regard the organizational commitment as a variable that got a lot of concerns in the theory field.After reading a great deal of literatures, it is found that perceived organizational support and achievement motive are important variable influencing organizational commitment. Therefore, the main purpose of this dissertation is to study the relationship of these variables under the background of the state-owned commercial bank and to provide the beneficial theory direction for the human resource management of the state-owned commercial bank.Through investigating the state-owned commercial bank of Sichuan province, the author concludes from the data analysis. The conclusions of this dissertation are as follows:(1)When the character of the employee is different, perceived organizational support, the achievement motive and the organizational commitment are of difference.(2)When perceived organizational support of the employee is different, the achievement motive is of no difference, but the organizational commitment is of difference.(3) When the achievement motive of the employee is different, the organizational commitment is of difference.(4) The achievement motive interferes the relationship between perceived organization support and the organizational commitment.