The Effect Of Informal Organizational Support On Organizational Commitment

In today’s era of rapid development, people-oriented management has become the key factor for enterprise, and informal organization is the important content of humanistic management. As an important way of interpersonal communication, informal organization comes out and development from enterprises, and brings important influence to them. Informal organization also has a very important effect on the employees which can’t be ingored. As the union system in our country is not popular, the rights of employees are harmed frequently. Also because of enterprises take no count of the emotional need of employees, it’s easily to form many informal organizations like villagers groups, group of alumni, groups of friends and so on. On one hand, the informal organizations protect the interests of employees, enhance the cohesion; on the other hand, the group consciousness of informal groups makes it out of formal organization’s control, even compete with it. Especially in China, due to personal weakness in strength and the uniting thought since ancient times, informal POS should be focused on especially.This paper mainly discussed the following issues:(1)Whether the informal POS affects OC, as the formal POS;(2)Does HRMP in enterprises influences the relationship between informal POS and OC? How if it does? This paper put forward relevant assumptions by constructing theoretical models on the basis of domestic and foreign related literature. Further analysis of the relationship between informal POS, OC and human resource management practice was done together. At the same time, questionnaire survey was conducted to194employees.Finally, we get some valuable research conclusions on the basis of the Pearson correlation analysis and regression analysis by empirical study using SPSS18.0. Informal POS and informal organizational emotional support have positive influences on OC and its each dimension(affective commitment, normative commitment and continuance commitment) significantly. Informal organizational instrumental support influences OC and its two dimensions (affective commitment and normative commitment) significantly and positively, but has no effect on continuance commitment. Informal organizational emotional support effect OC and its various dimensions larger than informal organizational instrumental support. Human resource management practice moderates the relationship between informal POS and organizational commitment (including its three dimensions). Through empirical method, this paper focused on the informal organization, analyses its influence on the OC with the data which adopted by194employees. It makes the enterprise more aware of informal organization. Based on the objective fact that informal organizational support do have an impact on OC in enterprises, formal organizations should intervene to discuss whether its moderation works between informal organization and commitment to get the goal that enhancing the understanding and the ability of using informal organization, offering some practical suggestions and opinions to our country enterprise.The main innovation of this paper is reflected in the following aspects. At first, the paper carried on a quantitative research to informal organizational. Secondly, the study discussed the effects that informal organization have on enterprises. Lastly, the article confirmed that human resource management moderates the relationship between informal POS and OC.