Research On The Organizational Loyalty Of New Generation Employees In The State-owned Construction Enterprise

As talent competition environment is more and more complex, the state-owned construction enterprises lost the original advantage of talent attraction in a certain extent and face crisis of brain drain, especially the new generation employees about technical and management personnel. Studies have shown that a negative correlation exists between turnover intention and organizational loyalty. High organizational loyalty can enhance willingness of employees to stay with the organization. The construction enterprises possess particularity with poor working conditions and tremendous liquidity for construction and production. Meanwhile, new generation employees in these enterprises have unique personality and job performance. These situations and problems about low organizational loyalty of new generation employees in the state-owned construction enterprises have brought great challenge to managers.The article analyses the characteristic of new generation employees, current situation and influencing factors of organizational loyalty in state-owned construction enterprises, then puts forward suggestions for improve loyalty. Firstly, on the basis of the literature analysis and interviews, the article summarizes and evaluates research status on organizational loyalty, and analyses the characteristic of new generation employees in state-owned construction enterprises. The characteristic includes high attention to the working conditions, high psychological expectations, high attention to the development of space and self-realization, lack of sense of security and belonging, facing the dilemma of family and work, and focusing on the external job opportunities. Secondly, the article builds influencing factors of organizational loyalty model for new generation employees in state-owned construction enterprises. The model includes individual character factor, work factors, organizational factors, and explores the influence of external job opportunities and work-family conflict for environmental factors. The three dimensions of organizational loyalty are affective commitment (AC),continue commitment (CC) and normative commitment (NC) according to three factors model of organizational loyalty.The article conducts a questionnaire survey and uses factor analysis, variance analysis and regression analysis of the data collected with SPSS20.0.Study shows that: (1) The current situation of organizational loyalty:organizational loyalty for AC,CC and NC are all below the medium level. (2) There are eight influencing factors of organizational loyalty including salary and welfare, leadership support, enterprise characteristics, personal development, working conditions, working environment, external job opportunities and work-family conflict. (3) There is significant difference between AC,CC in aspects of different demographic characteristics variable. However, there is no significant difference between NC in aspects of demographic characteristics variable. (4) There is significant difference between perception of influencing factors of organizational loyalty in aspects of age, work experiences, education background and marital status. (5) The most significant factor of AC is the personal development, leadership support and working conditions; the most significant factor of CC is working environment, salary and welfare, enterprise characteristics and external job opportunities; the most significant factor of NC is the working conditions, salary and welfare and leadership support. In the end, the article puts forward the corresponding countermeasures and suggestions according to the research conclusion.