The Relationship Of Achievement Motivation, Occupational Commitment And Work Engagement Of Staff

In recent years, With the acceleration of social change, On account of the quickening pace of life, more and more employees feels great psychological pressure, and many people showed different levels of job burnout situation. Under this background, some researches took warning from job burnout, began to study work engagement from the position of positive psychology, which have become a new perspective for research of the organizational behavior and human resources. Occupational commitment, as a work engagement input variable, is increasingly concerned by the scholars in recent 20 years. Different individuals have different personality characteristics. Achievement motivation is a core in the non-intellectual factors of subjective factors. How does the achievement motivation influence the achievement motivation? How does the different performance of the different levels individual achievement? For this reason, this paper tries to study the relationship between occupational commitment and work engagement of different individual from achievement motivation of staff which is a individuality characteristic,In this study, the achievement motivation, occupational commitment, work engagement and the relationship among them were summarized firstly, and then difference analysis of different groups was made and the impact of them by demographic variables was discussed by questionnaire survey of achievement motivation, occupational commitment and work engagement. At last, we analyzed the relationship of achievement motivation, occupational commitment and work engagement and explored the mediating role of occupational commitment between achievement motivation and work engagement.In this paper,456 employees from enterprises and government institutions were investigated by questionnaire survey. The relationship among achievement motivation, occupational commitment and work engagement were preliminary studied by factor analysis and regression analysis etc. The results are summed up as below:1. Staff sex, marital status and the characteristics of the enterprise, income difference has no effect on achievement motivation; Achievement motive level in cultural degree, working hours has great differences. College degree employees achievement level minimum, master's or higher degree than the other employees to staff the highest achievement motive level; 3-5 years employees work achievement motive level of the highest, work 6-8 years staff achievement level minimum.2. Staff sex, marital status, income situation, the enterprise property, title of professional commitment level is not significant; influence Employees, working time length cultural degree in professional commitment level there was a significant difference. A high school degree the staffs career commitment level is the highest, master's or higher degree staffs job commitment level minimum; Work 1-2 years of employee occupational commitment level minimum, work 9-11 years of employee occupational commitment level is the highest.3. Staff marital status, title discretion, cultural difference, enterprise properties of influence on job engagement is not significant. Staff gender, income level, working hours on job engagement influence significantly. Female employee in the energy and focus into work significantly higher than male; scoring Income in 1000 of the following staff work investment level in the lowest income 5,000, job commitment level is the highest. Work 1-2 years of job commitment level is the highest, work 6-8 years'job commitment level is the lowest.4. The achievement motive for success and avoid failure with professional commitment motive two dimensions, and job involvement is related significant; Professional commitment into positive correlation with work significantly.5. Employees by professional achievement motive of the commitment can good forecast work devotion, namely professional commitment in achievement motivation and job involvement plays a partial intermediary between roles.