The Research On The Relationship Among The Organizational Identity, The Employees’ Emotional Labor And Job Satisfaction

With the development of the society, though the China’s economy has made great achievements, a large of enterprises suffers huge loss of human capital. According to a survey, the rate of employees’ voluntary turnover is 18.9% in 2012. The focus of human resource management is still job satisfaction in the new environment; job satisfaction not only reflects the extent to meet the staffs’ demands, and more related to its psychological level. In order to retain the human capital, Companies should enhance the well-being and job satisfaction of employees in the multi-way.This paper is aimed at exploring how the organizational identity influences the job satisfaction. First of all, the paper analyzed the mechanism of organizational identity on job satisfaction by review of the relevant theories, then proposed the hypothesis and constructed the research model. The paper cited foreign mature measuring tools, conducted its localized verification and revision. Based on the data collected, the paper conducted empirical analysis to verify the proposed model, results showed that:(1) Organizational identity can significantly predicted job satisfaction; (2) the surface acting had a significantly negative impact on job satisfaction, the deep acting played a positive role on job satisfaction (3) Significantly, organizational identification had a positive impact on deep acting. But it didn’t influence the surface acting; the paper verified the mediating effect of emotional labor through Bootstrap method, it suggests that the mediating effect of deep acting do exist significantly, the surface acting didn’t. (4)To some extent, the organizational identity, emotional labor and job satisfaction were up to the employees’characteristic.(5)The sex acted as a moderator between the organizational identity and emotional labor. Based on these, the paper suggests that:To improve the employees’job satisfaction, enterprises can focus on the following two aspects:strengthening organizational identity of employees and enhancing the management of employees’ emotional labor.