A Study On Knowledge Employees: The Relationship Among Perceived Organization Support, Organizational-based Self-esteem And Organizational Commitment

Perceived Organizational Support (POS) and Organizational Commitment are the important concept in the study of human resource management and organizational behavior. How to enhance the employee's perceived organizational support and how to enhance the employees' organizational commitment, and then prompt them exerting their full potential while they are working, bring the biggest benefit for the organization, and has been the main concern in management fields. The present study takes the knowledge workers as the specific object, has investigated more than 446 members with questionnaire from 5 typical cities in Yangtze River Delta, and analyses the data by confirmatory factor analysis, correlative analysis, and hierarchical regression analysis to do the research. The thesis aims to study interrelationships between POS, organization based self-esteem, organizational commitment, examines the moderating effect of OBSE on the relationship between POS and organizational commitment. Results reveal that:Firstly, multiple differences in gender, academic rank and position of employee have founded on employees' POS.Secondly, POS is more strongly related employee to OBSE; OBSE is more related to organizational commitment; working support, benefit cared and value identified have significant influence on employee's affective commitment; benefit cared has significant influence on employee's continuance commitment; working support and value identified have significant influence on employee's normative commitment.Thirdly, POS predict organizational commitment efficiently through OBSE, that is, OBSE plays a part mediation role between working support, value identified and employee's affective commitment; OBSE plays a part mediation role between value identified and employee's normative commitment.In the conclusion the thesis points out the significance of the research and makes suggestion to leaders of enterprises. After that it points out the limitations of the study and depicts prospects of the succeeding study. It is hoped that this study will be of use in following aspects: improving the POS of knowledge workers in organization; increasing the OBSE and organizational commitment of knowledge workers in organization; building the harmonious enterprises, and also perfecting the POS theory.