The Research On Organizational Identification's Structural Dimensions And The Relationship Between Organizational Identification And Work Engagement Of Private Enterprise Employees

Private enterprise is a major in the economic of China, they not only creat a lot of fortune, but also provide a lot of jobs. However, there are a lot of problems in the management of human resource.In this study, it takes the organizational identification, one of the hot issues of organizational behavior, as a focal point and work engagement, one of the hot issues of positive psychology, as a dependent variable to research on the China's private enterprise employees. On the base of literature research, this paper first explores the structural dimensions of organizational identification through exploratory interviews, open questionnaires, surveys and other empirical methods. Then it gives an exploratory study on the relationship between organizational identification and work engagement. The third part of the paper is about the differences of the demographic and arganizational characteristics on organizational identification and its dimensions. The last of this paper makes a conclusion about all the paper and gives some suggestions and tells the flaws. Specifically, the main content of this study has the following three aspects:1. To explore the structural dimension of organizational identification of China's private enterprise employees;2. To explore the relationship between organizational identification and work engagement;3. To analise the differences of demographic variables and organizational variables on organizational identification and its dimensions.The main conclusions of this study are as follows:1. By the exploratory interviews, it makes a hypothesis about the sturture of organizational identifications.Through exploratory factor analysis and confirmatory factor analysis, it builds a three-dimension model, the three dimensions are the interest identity, achievement identity, and belonging identity, and all the three are defined, in particular, the interest identity has been re-understanding. By comparison with other models, it is found that the three-dimension model is the ideal one as well as feasible to explain the Chinese private enterprise employees.2. From the point of view to improve the practice of human resource management in the private enterprises, this study uses the explotory factor analisis first to check the applicability of work engagement questionnaire, which actually is found to be three dimensions, including vigor, absorbtion and dedication. By using canonical correlation method, this study explores the relationship between organizational identification and its dimensions and work engagement and its dimensions. The results show that organizational identification and its dimensions have a significantly positive effect on work engagement and its dimensions, in which achievement identity has a much greater attribution to work eagagement than interest identity and belonging identity. Dedication explains a great majority of work engagement which achievement identity has a significant effect on. By the same time, work engagement has some role in promoting organizational identification.3. By using T test, correlation analysis and the mean multiple comparison test methods, this study finds out that there are significant differences to ganizational identification and its dimensions of private enterise employees on the demographic and organizational variables, such as gender, marrage, age, educational level, work experience so far, work experience in this business, rank, firm size and enterprise lasting time. The results show that:on the belonging identity, women are more significant than men; on the interest identity and achievement identity, the below college staffs are singnificantly higher than bachelor or above staffs; bachelor staff's interest identity is significantly higner than master or above. On the interest identity, the staffs who work more than six years are singnificantly higer than the staffs who less than two years. Comparing to the work time in this business, the staffs's interest identity whose experience is between one to five years are singnificanly higer the. the staffs whose experience is less than one year. As the rank, it is found that the managers'achievement identity, belonging identity are much singnificantly higer than base employees. As for the firm size, it is found that the enterprise with the size of fifty persons below has a much singnificantly higer than other sizes. As for the time the enterprise lasts for six to nine years, its staffs'organizational identifition is much singnificantly higher than others.