Professional Commitment Of Employees In The Chinese Cultural Background Structural Model Of Empirical Research

With the continuous change in the workplace, employees have a feeling of increased job insecurity, and they pay more attention to their careers. Many scholars have suggested that employees' commitment may shift from organization to occupation. Actually, more and more people are concerned about occupational commitment. But in China, few researches have been clone on this subject.This research mainly explores and validates the construct of workers' occupational commitment in China, and analyzes the relation between some individual variables (including locus of control and general self-efficacy), situational variables (work-family conflict and supervisor support) and occupational commitment, and also among occupational commitment, intention to leave the occupation and intention to leave the organization. This research can be divided into three phases, and the subject is mechanical designers in Jiangsu province, Zhejiang province and Shandong province. Research one: through translating materials related to occupational commitment, open questionnaire survey and face-to-face interview, we develop the initial questionnaire of occupational. Research two: we have the initial questionnaire surveyed, and conduct exploratory factor analysis, then develop the formal questionnaire of occupational commitment. Research three: we use the formal questionnaire of occupational and questionnaire of locus of control, questionnaire of general self-efficacy, questionnaire of work-family conflict, questionnaire of supervisor support, questionnaire of intention to leave the occupation, questionnaire of intention to leave the organization to survey, and conduct confirm factor analysis, correlation analysis and regression analysis on the results. The results of the research include: first, occupational commitment is a four-dimensional construct, the four dimensions are affective commitment, accumulated cost, limitedness of alternative occupations and normative commitment, and meanwhile we develop a 18-item occupational commitment questionnaire. Second, each dimension of occupational has different relation to the correlated variables (including locus of control, general self-efficacy, work-family conflict and supervisor support), this provides discriminant validity of the multidimensional construct. Third, occupational commitment will influence intention to leave organization through intention to leave the occupation.