Antecedents And Outcomes Of Organizational Support For Development And The Strategy Of Improving Employees’ Loyalty

Since the 1990 s, the boundaryless career has become the common pattern of a new career.In this new mode, as the employees’side,the personal career of employees from ’all obey organization’ to ’autonomy’, which make them constantly to improve their employment ability to seek a higher position, a higher salary or the positions fit these personal caree plan;on the organizations’side, management is ’stable’ staff in the past, now is the ’flow’ of management staff, the organizations focus on talent selection instead of investment in human resources in training costs.However the current large amount of emplyees’ turnover make the organizations conscious of that is a serious problem which will bring organizations into a big trouble, such as fault, make the enterprise managers paid attention to the personnel in the organization of excessive flow brings to the organization.All human resource management departments and research organizations are also set out to study new strategy of human resource management.Based on the past research there are existing some problems, such as the confusion of the concept of perceived organizational support and developmental organizations support, the theoretical disputes, the difficulty of measuring, lack of empirical research. This study is in China’s social and cultural background, uses Chinese employees as the research object to study antecedents and outcomes of organizational support for development and the mechanism between the organization input and their staffs loyalty, analysis the mechanism of the participation of formal organizational developmental activities of employee can effect on the employees’ turnover intention and affective organization commitment;then analysis how the perceived organization support for development of employees effect on the employees’ turnover intention and affective organization commitment;verify whether the boundaryless career attitude of the employees will effect their turnover intention and affective organization commitment; finally find the mechanism between organization input and their employees’ loyalty.By reading lots of researchs and factors analysis, the results of this study shows the mechanism between perceptive organizational support for development and their employees’ loyalty.This study uses participation in formal organizational activities as the meansurement of the real organizational input that their employees really get;uses perceptive organization support for development to meansure the psychology perception of employees;and uses turnover intention and affective organization commitment to meansure the employees’ loyalty. Based on the data factors analysis, the results are as follows:(1) Participation in formal organizational activities is the important antecedent of organizational support for development which will affect on the employees’ loyalty.(2) The input from organization can improve employees’ loyalty:employees’ participation in formal organizational developmental activities can significantly predict the employees’ turnover intention and their affective organization commitment;and employees’ engagement of the organization’s formal developmental activities will positively affect on employees’ affective organization commitment and negatively effect employees’ turnover intention.(3) The employees perception of organizational support for development is the intermediation between organization input and their employees’ loyalty:employees’ engagement in fomal organizational developmental activities positively affect then-perception of organizational support for development;and their perception of organizational support for development positively predict the procedure between organization input and their employees’ affective organization commitment,and negatively affect the procedure between organization input and their employees’ turnover intention.(4) The employees’ boundaryless career doesn’t affect on the percedure between perception of organizational support for development and their employee’s loyalty,but the results shows that the employees’ boundaryless career attitude positively affect the employees’ turnover intention and negative affect the emplyees’ affective organization commitment.