The Empirical Research On The Relationship Between Perceived Organization Support And Organizational Commitment

The relationship between Perceived Organizational Support, Job Satisfaction and Organizational Commitment are received more and more valued by Scholars and business managers in recent years, these concepts are related to organizational behavior and staff management , It is the connection between employer and employee . Organizational commitment is the internal staff of the organization's commitment to the staff of the organization's recognition and acceptance of the attitude of support and concern for the behavior of organizational development. Many empirical studies have shown that organizational commitment to predict the stability of the organization's commitment of employees and turnover behavior. Later, some scholars have found organizational commitment to employees and their perceived support from the organizations linked to put forward the concept of organizational support. In this context, the definition of organizational support generated, relevant scholars define it as "employees feel their contribution was organized and the relationship between cherish the welfare of their degree." In recent years, organizational experience and organizational commitment to support the relationship between the domestic and foreign researchers has become a research focus of the relationship between employees and organizations.However, most of the existing literature shows only a general sense of organizational support for the impact of organizational commitment, and few of the other factors that affect this relationship into account the study, Therefore, this paper introduces the intermediate staff job satisfaction variable, are attempting to explore the effect of intermediary variable relationship between employees and organizations, as well as organizational support and organizational commitment between the mechanisms of action, and thus the contents of the present study, significance and implementation processes.Based on this, I combed through the reading and organizational support, job satisfaction and organizational commitment literature, explore the direction of this research, that organizational support in the validation, job satisfaction and organizational commitment relationship, based on demonstrated job satisfaction intermediary role, to put forward four hypotheses.This reference to the measurement scale at home and abroad to compile a questionnaire, the main enterprise in the ordinary employees of the survey. Choose classic scale in this study, the organizational support scale used Eisenberger Perceived Organizational Support Scale questionnaire, 8 entries; Organizational commitment scale was used has been validated and widely used Allen and Meyer's 20-item scale; Job Satisfaction Scale was used Tsui, Egan & O'Reilly III (1992) for the six scales, The scale of job satisfaction as the single-dimensional construct, from the six variables measuring job satisfaction that has high internal consistency.. SME employees and then studied by using the questionnaire in order to facilitate the payments of a sample of 300 questionnaires were to recover the 238 valid questionnaires, the questionnaire response rate was 72.1%. Scale reliability and validity of various test results showed that the scales used in this study have good reliability and validity, therefore, suitable for the data for further analysis.Then, this study describes the use of statistical analysis of the sample data, the statistical analysis; the use of correlation analysis of the organizational support, job satisfaction and organizational commitment and the relationship between the three elements of the analysis; Using regression analysis of the organizational support and job satisfaction, organizational commitment and organizational commitment of the three elements of the impact of the analysis; then used hierarchical regression analysis, by comparing the different models fit the data results and changes in regression coefficients Verify intermediary role. Data analysis showed that perceived organizational support on job satisfaction, organizational commitment and its three elements have a positive impact; job satisfaction, organizational commitment and its three elements also have a positive impact; job satisfaction in organizational support and organizational commitment to the relationship between the intermediary role to play. From this it can be concluded: For enterprises, not only to pay attention to employee organizations to support the feelings of the impact of organizational commitment, positive for the staff to create a supportive environment, while also improving employee satisfaction from taking measures, thereby increase organizational commitment to improving the relationship between employees and organizations play a good role in promoting. This is the building of enterprise culture and improvement of employee performance improvement and corporate long-term development have important theoretical and practical significance.