Empirical Study On The Influencing Factors Of Organizational Commitment Of New Generation Employees In Private Manufacturing Industry

In last few years,Domestic business Recruitment difficulties and Labor shortage Intensified, To the enterprise has brought great pressure and difficulties, Recruitment difficulties, more difficult to retain staff The "after80s"、"after90s" of new generation employees gradually into the the labour market, to become the backbone of domestic labour market. They universal lack sense of belonging and sense of responsibility to business.Their job satisfaction of hard and boring work generally is not high.They have low working loyalty, and Their turnover intention is strong.These bring the new challenge to the Human resource management of business. Organizational commitment reflect employees’loyalty and sense of belonging to business, is the key to solve employment crisis to domestic enterprise.This paper based on the relatively mature research to Influence factors of organizational commitment, combine work values characteristic and Individual property of the domestic new generation employees, to reveal Influence factors of organizational commitment of the domestic new generation employees,and provide reference and suggestion to domestic business management practice.This paper takes the new generation employees of private manufacturing enterprises in Zhejiang province as an object of study. Through the questionnaire survey,.this paper use statistical analysis method for example factor analysis, analysis of variance,correlation analysis and regression analysis, draw the following conclusions:1. The organizational commitment of new generation employees is relatively low, and continuance commitment to the lowest.2. Individual attributes difference of new generation employees on the organizational commitment have a significant impact. Gender, age, origin, household registration, education levels, only child or not, status of children, work experience, work position, job level, housing conditions etc. all have significant impact to the organizational commitment.3. Social values and intrinsic values of work values have significant positive correlation with affective commitment, continuance commitment, normative commitment which are three dimensions in the organizational commitment.4. Five environmental factors which are growth support, relationship support, organizational support, security support, work support have significant positive correlation with affective commitment, continuance commitment, normative commitment which are three dimension in the organizational commitment. Growth support, perceived organizational support, organizational support, security support, work support which employees access to are higher, the organizational commitment of employees is higher. Perceived organizational support has the highest degree of correlation with organizational commitment. Work support has the lowest degree of correlation with organizational commitment.5. Personal factors and environmental factors all have significant predicts to the organizational commitment.