Research On The Relationship Between Employees' Work Value And Organizational Identification In Construction Enterprises

With market competition pricking up, construction enterprises are facing tough challenges. As one of key resources in enterprises, human resources are basic for construction enterprises to improve operational performance and retain competitive edge. With characteristics as complex human resources structure and high turnover, most of construction enterprises are facing with how to enhance employees' organizational identification and avoid losses from turnover. And employees'work value is interior factor for organizational identification and turnover intention. In this paper, the cases of employees from construction enterprises are taken to analysis the relationship among employees' work value, organizational identification and turnover intention. And I hope it will be helpful to managers.On the basis of reviewing and researching related literature on work value, organizational identification and turnover intention, efficient questionnaire is concluded. Through questionnaire surveys and statistical software SPSS 17.0, a number of valid dates were collected and analyzed. Graphs are used to help explain the survey results.According to the result of statistical analysis, conclusions are draw as following:(1) The employees' work value in construction enterprises consists of six parts: physical reward, work behavior, the balance between work and life, harmoniousness and pleasure, self-development, respect and prestige. The dimensions of organizational identification consist of evaluation, emotion, cognition and behavior.(2) There are correlations among work value, organizational identification and turnover intention.(3) Multiple differences in individual characteristics such as marriage, age, education history and position have been found on some dimensions.(4) The results verified the adjustment effect of organizational identification to conduct research on the impact of work value to turnover intention. The conclusion shows that to reduce employees who value physical reward turnover intention, we can enhance his emotion of belonging.