Study On The Impact Of Job Insecurity On Organizational Commitment And Its Mechanism

Facing the Era of Knowledge-driven Economy, enterprises are involving insearching and keeping talents. With the increasing of market competition, newemployees produce stronger feelings of job insecurity when they face new workenvironments and interpersonal relationships，which will influence their senses ofbelonging and loyalty to organizations. Especially college graduates who are the mainforce of new employees often leave this organization to another. Thus, it is important toinvestigate the impact of job insecurity on organizational commitment and itsmechanism.In the review of conservation resources theory and social exchange theory, thisstudy constructed a model to clarify how job insecurity affected on organizationalcommitment by illustrating the mediating role of proactive socialization and moderatingrole of social support. There are three dimensions of organizational commitment,namely affective commitment, continuous commitment and normative commitment;analyze job insecurity in qualitative and quantitative dimensions; the social performancefeedback, information gathering and relationship building consist of proactivesocialization. This study analyzes the data through factor analysis and hierarchicalregression analysis to examine its model and assumptions. Finally, this paper givessome advice to improve new employees organizational commitment.The empirical results reveal the following conclusions. Job insecurity hassignificantly negative correlations with affective commitment and normativecommitment. Qualitative insecurity has stronger relationship with affective commitmentand normative commitment than quantitative insecurity does. But job insecurity haspositive correlation with continuance commitment. Proactive socialization mediates therelationship between job insecurity and organizational commitment. That is, jobinsecurity can reduce employee s behaviors of proactive socialization, which result inthe reduction of affective commitment and normative commitment and the improvementof continuance commitment. Simultaneously, through the analysis of the moderatedmediation, this study uncovers deep mechanism of job insecurity on organizational commitment. The more instrumental support organizations give, the more obviouslynegative correlation between job insecurity and affective commitment and normativecommitment engender. The more obviously positive correlation between job insecurityand continuance commitment induce. The more emotional support organizations give,the more obviously positive correlation between job insecurity and continuancecommitment induce. And proactive socialization mediates the relationships.Therefore, if the enterprises hope to improve new employees organizationalcommitment, they should carefully treat job insecurity and promote their proactivesocial behaviors and provide appropriate social support. In order to provide conditionsto help new employees quickly adapt to the organization and improve theirorganizational commitment, enterprises take rigorous recruitment strategies andstrengthen organizational system management.