The Relationship Research Among Work Values, Job Satisfaction And Organizational Commitment

Has experienced the last century technological development in several subsequent peak, the main factors of restricting the development have begun to shift from a technical factor to human capital factors in market competition. Human capital has gone beyond the physical capital and technology capital which becomes the most important factor of production and social wealth. Meanwhile, with the continuing development of market economic system competition has become the unspoken rules of economic social and infiltrated into other fields. Instead of individual the team becomes the theme of competition. How to build stable, efficient and united cooperation team is the new issues of human resources management.Therefore, through the study of Chinese employees work values to the impact of organizational commitment mechanism, the purpose is to forecast the act tendency of individuals and the whole enterprises, to assess the stability competitiveness of enterprises and, to provide a scientific basis for enterprises human resources Management, and on this basis, further refinement of the distinction between acts of control staff to ensure that the enterprises subordinate to the development of strategic direction.From the perspective of actual demand and in reference to theory and organizational commitment at home and abroad, This study gathers information on the basis of a questionnaire to employees for the test, using of exploratory factor analysis, confirmatory factor analysis, analysis of variance, the structure Equations, and other statistical methods, the first part of the study is to complete the questionnaire of organization commitments, the second part argues deeply that how the work values impact on the organizational commitment through job satisfaction for as a middle variables affecting.The conclusions were drawn as following:1. In the context of Chinese culture, organizational commitment is a multi-dimensional structure. It can be interpreted as the four factors, including affective commitment, Normative commitment, self-realization commitment and cost commitment.2. Demographic characteristics will affect employees in the level organizational commitment, such as gender and age. Female employees committed to the price higher than the male employees, self-realization is committed to the highest between the ages of 26-30, and trends downward with the increasing of ages; undergraduate academic staff of the organizations commitment to undergraduate level is higher than that of the following qualifications; employees of large-scale enterprises Organizational commitment level is higher than that of small-scale enterprises; following three years of service and staff of more than 10 years higher than the level of organizational commitment between 3-10 years, 2 years for a work of the employees with low levels of organizational commitment.3. The work values have an impact on the organizational commitment indirectly with job satisfaction as Intermediate variables.4. Due to different job satisfactions, different types of work values have different impacts on organizational commitment.