The Research Of Employees Organizational Commitment And Its Formation Mechanism

Since the Organizational Commitment was put forward in the1960s,,it has been ahot issue gradually, more and more scholars to conduct research on various aspects oforganizational commitment. And in practice, also by the attention of human resourcemanagement experts, how to culture employees’ organizational commitment, break thetraditional single way of contract employees and enterprises by contract, make the staffare willing to pay their own efforts for the interests of the enterprise with moreemotions, values, and so on, really want to stay with the corporate. In an increasinglycompetitive modern， a number of employees with high level of organizationalcommitment is the core competitiveness of enterprises,is the success killer of corporate,but also every corporate owner wants to conquer the Mount Everest.The angle combing through literature review of the research on organizationalcommitment summarized from "connotation defined structural dimension detection,measurement scale development" and "antecedent variables and outcome variablesempirical research logical evolution of organizational commitment research.First, select the Poter15items organizational commitment scale pre-test, the use ofthe SPSS18.0software exploratory factor analysis, to verify the reliability and validity ofthe scale in the Chinese context. Through formal questionnaires,168valid questionnaireswere recovered, through descriptive statistical analysis, to get basic demographicvariables and organizational commitment to each segment commitment score.Second, analysis of the impact of different demographic variables on the level oforganizational commitment. The results show that: educational background and positionsas well as the overall work of years of organizational commitment three sub-commitmentlevel has varying degrees significantly with impact, and gender only normativecommitment level significantly with impact, age only the emotional commitment levelthere are significant with impact. Corporate work experience and job work experiencehave no significant impact on the three sub-level of commitment. Finally, summarized the formation mechanism of normative commitment, affectivecommitment and continuing commitment from the aspects of recruitment, training,promotion, channel and corporate culture,and then put forward suggestions andcountermeasures for the corporate culture of organizational commitment.Comparing with the other internal articles, the research of the OrganizationalCommitment according to the formation mechanism is an extension of the model andfurther explores the formation mechanism of the Organizational Commitment. This studynot only has the innovation significance in theory, but also has strong practicalsignificance of guiding for the human resources management of the organization.In thisstudy, however, there are also the defects of samples range and the research object and soon.I hope to be able to do a further improvement in the future research.