The Study On The Relationship Between Employees’Job Satisfaction And Dual Commitment

China has established a full-fledged socialist market economy since the reform and opening, with it the relationship between labor and capital has changed. There are increasing conflicts between labor and capital, and it became one of the important factors to influence Chinese economy’s development. The dual commitment can be defined as the phenomenon that occurs when employees possess positive commitment towards enterprise and trade union. By improve its degree enterprise and trade union can restrict and decrease employees’ extreme activities to ease the conflicts between capital and labor. It is also related to employees’vital interests. The research of job satisfaction to dual commitment is aimed to find out the equilibrium point between the cooperation of enterprise and trade union, which taking the union practice as a moderator variable. In the employees’job satisfaction’s view, this paper present an idea that enterprise need to improve its management policies and practices, in order to enhance the level of dual commitment, and try to make the enterprises, trade unions and employees achieve win-win situation.Taking the member of non-public enterprises’trade union as the sample, through questionnaire, data collecting and statistical analysis, this paper is main to study the relationship of job satisfaction to dual commitment, and analysis union practice’s moderating effect by taking it as a moderator variable. This article mainly includes the following six parts.Part one introduces background, topic, the methods and possible innovation in this paper. Part two provides a summary comment of the three research variables’ previous studies. Part three is main to present the research design, including the objects and its’framework. Part four mainly analysis the data selected for research, which includes validity and reliability analysis, correlation analysis and regression analysis and so on. According to the empirical research in part four, some conclusions are drawn in part five, we also bring some suggestions in this part. The last part concludes the limitations of this paper and proposes some further research directions. By empirical research, the following conclusions are researched:First, every dimension of job satisfaction had significant positive correlation with dual commitment. However, when it comes to predict dual commitment, only social relationship is a significant positive predictor among the three dimensions of job satisfaction.Second, union practice plays a moderate role in the relationship between job satisfaction and dual commitment, while this moderate effect is just partly verified.Third, along with the involvement of union practice, the influencing factor of dual commitment which belongs to job satisfaction transports from social relationship satisfaction to personal development satisfaction.Forth, the levels of the sample’s job satisfaction and dual commitment are fairly high, which all dimensions of the job satisfaction are also in the medium and high level. Level of union practice that perceived by employees is also relatively high. And it reflects that non-public enterprises in Dalian have a good development of union construction and themselves.There are two innovations in this study.The first one is an innovation in research content. Studies about dual commitment in China are just started. And the present studies mostly discuss which factor can affect dual commitment in the background of culture with Chinese characteristics, and majority of them analysis the effect of the labor relations atmosphere to dual commitment. On the basis of existing research, this paper verified the existence of correlation-between job satisfaction and dual commitment. Besides, most of the trade unions are to exist in name only because of the special political system, while the Chinese enterprises’union is rising. Specific to this situation, this paper studies the moderate effect of union practice in the relationship of job satisfaction and dual commitment.The second one is an innovation in research angles. The research about job satisfaction in western countries has been very mature. However most is in the view of single organizational commitment. In this paper, we discuss job satisfaction deeply in the view of dual commitment.In this research, we achieve certain results, but the restrict of research resources and personal competence is do existing, so there are some inadequacies need to do more deep analysis in future studies on this issue, and make more improvement in the theory as well as practice in dual commitment.