Research On The Relationship Between Organizational Support,organizational Commitment And Job Involvement

With the intensification of global competition,the development of science and technology is playing a more and more important role in social and economic development.When environment changes bring valuable development opportunities to organizations,it also makes organizations face more severe challenges.With the coming of knowledge economy era,human resource has become an important source of core competitive advantage of an organization and related to the survival and development of an organization.How to effectively develop and make rational use of human resources and how to fully mobilize the initiative and enthusiasm of employees become the core issue of organizational management.Based on previous research findings,the paper explores the relationship between three aspects of perceived organizational support,organizational commitment and job engagement,from the perspective of organization,we explore effective countermeasures to improve employee management.The purpose of this study is to propose the basic assumptions of the relationship between perceived organizational support,organizational commitment and job involvement on the basis of a review of previous relevant literature,and to build a model for the interaction between the three variables.In order to clarify the relationship between perceived organizational support,organizational commitment and job involvement,This paper will analyze the data through empirical research.From the perspective of organization,we should explore active management measures to enhance employee's perceived perceived organizational support and organizational commitment,and at the same time,improve employee's job involvement,so as to achieve mutual benefit between organizations and employees,and then provide effective exploration and try to improve employee's work efficiency and organizational performance.The main contents of this paper include three parts: literature review,empirical research and conclusion analysis.Prior to the study,this paper first reviewed the research on perceived organization support,organizational commitment and job involvement.On this basis,the concept,influencing factors and dimensions of the research variables were identified,and the definition and measurement dimension of the study were also presented.Then,based on previous literature research,a reasonable hypothesis model is proposed.And the questionnaire is combined with statistics to verify the hypothesis.Finally,according to the above research results,scientific countermeasures are put forward for the management of future organizations.At the same time,the shortcomings and future prospects of this study are discussed.The paper mainly applies the research method combining theory with practice.First of all,this paper is based on the previous studies.Summarize the related field research,put forward the hypothesis,and use SPSS21.0 to verify it.A total of 207 valid questionnaires were collected in this paper.The analysis methods used include reliability and validity analysis,descriptive statistics,ANOVA,correlation analysis and regression analysis.Finally,the following conclusions are drawn.Firstly,perceived organizational support positively influences organizational commitment,and all dimensions of perceived organizational support have positive effects on all dimensions of organizational commitment.Second,organizational commitment positively affects job involvemen,while all dimensions of organizational commitment have positive influence on all dimensions of job involvement.Third,perceived organizational support positively affects job involvement,and all dimensions of organizational support positively affect the dimensions of job involvement.Fourth,organizational commitment plays a mediating role between perceived organizational support and job engagement.Finally,the conclusions are discussed and the following management strategies are put forward.(1)Attaching importance to career planning varies from person to person and takes advantage of people.(2)Strengthen training and development,and enhance staff's own value.(3)Expand information communication channels,pay attention to employees' interests and needs.(4)We should strengthen organizational culture and enhance employee's sense of belonging.At the same time,the shortcomings and future prospects of the research are discussed.The innovation of this study contains two aspects,On the one hand,it enriches the research of related fields.Most of the previous studies are about two variables,including organizational support,organizational commitment and job involvement.There is little research on the relationship between three variables.This study begins with the study of the relationship between the three variables,The research perspective is different from previous research results,which supplements the lack of related literature research.On the other hand,it provides new countermeasures for the scientific management in the organization.This study takes empirical research as a method,analyzes the relationship between the three variables,and draws a conclusion,and puts forward scientific countermeasures for the improvement of the level of human resource management and the promotion of the enthusiasm of the staff.