Research On The Relationship Among Enterprise’s Organization Learning,Emotional Commitment And Organizational Performance

In this rapidly changing era of knowledge economy,Chinese enterprises are facing with unprecedented challenges and they can or cannot achieve sustainable development in this marketing conditions of dynamic change,depending on organizational learning which is a strategic choice for many enterprises to maintain competitive advantage. More and more enterprises begin to pay attention to enterprise learning and establish learning organizations.However,the enterprise employees are the main part that can spread knowledge,use knowledge and work on learning activities.Therefore,the competition between enterprises is the same as the talent competition.To maintain their competitive advantages in this market of dynamic change, the enterprises can establish a learning strategies which are suitable for their own to improve the employees’ commitments to their organization, thus promoting the increase of enterprise performance and ensuring strong human resources in those enterprises today and the future. However, significantly, academia on the research of relationship among organizational learning, employee-organization’s emotional commitment and organizational performance are still weak. Nowadays, under this conditions which are loudly advocate building a learning society and a learning enterprise, do Chinese enterprises’ organizational learning and the employee-organization’s emotional commitment have an influence on enterprise performance or not and how does organizational learning influence employees’ emotional commitments. Those questions are worth us deep thinking. In view of this, this research will discuss the relationship among organizational learning, organization’s emotional commitments and organizational performance.This thesis mainly through researching literature, putting forward the related theoretical models and researching hypothesis. In 29 provinces and cities, such as Liaoning, Shanghai, Guangdong, Beijing, Zhejiang, Shandong, Fujian, Jiangsu, Heilongjiang, Tianjin and Henan, the thesis carried on the questionnaire survey for those employees. A total of 500 questionnaires and 330 of them are effective. Using SPSS 17.0 and AMOS17.0 statistical analysis software, the thesis make a descriptive statistical analysis, a reliability analysis and validity analysis and a structural equation analysis about the data. Thus the thesis tests the hypothesis of this research and makes these relative conclusons:①Organizational learning has a positive effect on promoting organizational performance; ②Organizational learning has a positive effect on promoting organization’s emotional commitment; Among strategies of organizational learning except share vision, both learning commitment and open-mindset have a positive effect on organization’s emotional commitments; ③Organization’s emotional commitments have a positive effect on promoting organizational performance; ④Organization’s emotional commitments have a partly mediating effect on relationship of organizational learning and organizational performance.At the end of this thesis, according to the empirical conclusions, it offers research management suggestions: According to the needs of different level employees to carry out different learning content, pay attention to the models role of enterprise managers, create an open communication environment and use the “people first” as a enterprise tenet; And gives the deficiency of this thesis and research direction in the future. Therefore, this thesis not only proves that different organizational learning strategies have influences on employees’ emotion, but also enrich the present research about organizational learning, organization’s emotional commitments and organizational performance, and it refines and perfects the mechanism of action among them.