Study On The Relationship Among The Staffs Vocational Delay Of Gratiifcation、Work Engagement And Career Commitment

Enterprise employees’ career commitment is an important variable that measuresemployees’ attitude towards their career. It reflects the psychic relationship betweenthe members and the organization. It analyzes the structure of staff’s careercommitment and the related variable relations. It has a great significance to lower theseparation rate of staff, reduce the operating cost on the staff turnover and retain theexcellent staff. Based on the research of over400staff of stated–owned and privateenterprises in Changchun, this research aims to study the relationship amongvocational delay of gratification, work engagement and career commitment and studythe intermediation among them. The research results are as follows:1.The staff’s vocational delay of gratification is generally above the average. Thestaff of different enterprises get significant different scores in the aspect of thevocational delay of gratification. But it shows significant differences in the dimensionof vocational delay of gratification.The staff of different genders,differentages,different marital status and education background get non-significant differentscores in the vocational delay of gratification.2. The staff’s work engagement generally is higher than the average. The staff ofdifferent enterprises show significant differences in the aggregate level of workengagement.The staff of different genders show significant differences in thedimension of in work engagement. The staff of different age,different marital statusand different education background do not show significant differences in the workengagement.3. In the current situation of staff’s career commitment, it is lower than theaverage. The staff of different genders, ages and marital status show significantdifferences in the career commitment. But the staff of different enterprises showsignificant differences in the dimension of in career commitment.The staff of differenteducation background do not show the significant differences in career commitment.4. The staff’s vocational delay of gratification has significant positiverelationship with work engagement. The two dimensions of vocational delay ofgratification have significant positive relationship with the three dimensions of workengagement.5. The work engagement of the staff has the significant positive relationshipwith career commitment. The work engagement has significant positive relationships with affective commitment, cost commitment and normative commitment and hasnon-significant relationship with choice commitment.6. The staff’s vocational delay of gratification has significant positiverelationship with career commitment. The vocational delay of gratification hassignificant relationship with affective commitment, choice commitment andnormative commitment. It does not have any relationship with cost commitment.7. The staff’s vocational delay of gratification can predict career commitment bythe work engagement. It means that work engagement plays the role of intermediationbetween the vocational delay of gratification and career commitment.