A Study On The Relationship Between Work Locus Of Control And Organizational Commitment Of New Generation Employees In It Companies

The new generation of employees grew up with the rapid development of the Internet and the continuous improvement of education.Now they have grown into the backbone of social work and human resources.The new generation of employees is a representative of knowledge workers.A special environment for growth not only gives them unique personality and diverse values,but also makes it lack of responsibility,poor pressure resistance,low sense of organizational belonging and so on.In recent years,new generations of employees have become increasingly difficult to manage,and the problem of high turnover of new generation employees has also been regarded as an important difficulty and challenge for human resource management by enterprise managers,which has aroused widespread attention in social and management academic circles.IT enterprises as the main knowledge-based enterprises,the new generation of employees is an indispensable human resources business competition,the issue of high turnover of new generation employees bear the brunt of the serious constraints of the healthy development of the industry.Therefore,looking for a scientific and effective way to reduce the high turnover rate of new generation employees of IT enterprises is the current IT enterprises facing the problem,with high practical significance and research value.Organizational commitments have been widely studied by scholars as variables closely related to employee turnover.Scholars Zhao Yuming and Xi Yumin have demonstrated that organizational commitments are significantly negatively related to employee turnover,and have a significant predictive effect on employee turnover and employee belonging.The work locus of control is the notion of focus in the field of personality research.A large number of scholars have studied its relationship with organizational commitment and various dimensions,and found that employees with internal control have a higher emotional commitment to the organization.Psychological empowerment and job satisfaction,job behavior and organizational commitment are closely related.In the study of psychological empowerment and organizational commitment,scholars generally believe that psychological empowerment is positively related to organizational commitment.In addition,scholars have found that internal control employees can gain a higher sense of psychological empowerment,thus showing a higher organizational commitment.Based on the research of scholars,this article attempts to start from the work locus of control,and use psychological authorization as an intermediary variable to study the relationship between job control,psychological empowerment,and organizational commitment.This will provide a new way of thinking to solve the problem of the loss of new generation employees.Based on the reading and summarizing of the literature,this paper puts forward the hypothesis of work locus of control,psychological empowerment and organizational commitment,and constructs the theoretical model.The author draws on questionnaires developed by scholars,collected 303 data samples through questionnaires,and tested the reliability and validity of the questionnaire.This paper uses SPSS22.0 to conduct an empirical analysis of the data,validates the proposed research hypotheses and models,and proposes corresponding management countermeasures and recommendations based on the conclusions obtained.The details are as follows: There was a positive correlation between internal control and emotional commitment,sustained commitment and normative commitment,and psychological authorization played a part of intermediary role among the;External control is only significantly negatively related to the normative commitments,and psychological authorization plays a part in mediating role;Psychological empowerment dimensions are significantly related to organizational commitment;psychological empowerment,and organizational commitment have significant differences in the age,educational level,and working years of work locus of control,Only the work sense dimensions have significant gender differences.Based on this conclusion,IT organizations can improve the organizational commitment of new generation employees and reduce the turnover rate of employees through active attribution training and flattening project team management.