An Empirical Study On The Impact Of New Employee Training On Organizational Commitment

In recent years,the stability of personnel and the improvement of quality have become the focus of enterprise human resources competition.The new employee is the key force to create and maintain the competitive advantage of human resources.It has become an important issue to improve the organizational commitment of the new employees,retain the new employees and win the sustainable competitive advantage.Whether training is reasonable or not will directly or indirectly affect employees' psychological activities and working conditions.Organizational commitment is an important variable to measure employees' organizational loyalty and identity,which is related to the stability of talents.Therefore,as the first step of the new employees entering the enterprise,training is of more and more important significance for the new employees to be quickly integrated into the enterprise and can be qualified for the position in a relatively short time.Based on the theory of "stimulation cognitive response" in psychology,based on the theory of social exchange and organizational balance,the formation mechanism of employee organizational commitment is established on the basis of social exchange process,and the research hypothesis is put forward on the basis of literature review and combing.In the part of the empirical study,three employees who have worked for more than one year or more for more than one year and more than three years are given a questionnaire,and 300 questionnaires are issued,a theoretical model is built on the basis of theoretical research,and then the research variables are determined.The training input,training opportunity and training income are selected as the research variables of the new employee training,and the three dimensions of emotional commitment,normative commitment and sustained commitment are selected as the research variables of organizational commitment.Other factors such as work experience,education years,school leaving time and training are the controlling variables.Finally,according to the previous research,we put forward the hypothesis.Based on the data obtained from the questionnaire.Through the construction of linear equation and econometric analysis,the influence of demographic characteristics on organizational commitment is explored,and the influence of the three variables related to training on organizational commitment is explored.The main conclusions are drawn and the training opportunities and training input are confirmed.The influence and degree of training income on the relevant policy recommendations are put forward,and the management enlightenment on how to train new employees and how to better obtain organizational commitment is given.The main conclusions are as follows:(1)The results of the control variables show that,through the analysis of demographic characteristics,it is found that organizational commitment is significantly influenced by the years of education,work years,sex,school performance and training time.The higher the degree of education,the longer the working years and the higher the school performance,the higher the recognition of the organization.The impact of gender on organizational commitment shows that the organizational commitment of women is much higher than that of men;training time shows that the increase of weekly average training time also helps to improve organizational commitment.(2)The impact and extent of training input,training opportunities and training returns on organizational commitment are different.Training input and training opportunity have a significant positive impact on emotional commitment,while training income has no significant impact on emotional commitment;training input and training income have a significant positive impact on sustained commitment,while training opportunities have no significant impact on sustained commitment;training opportunities and training benefits have a significant commitment to normative commitment.The positive impact of training investment has no significant impact on normative commitment.(3)Aiming at the specific research object of new employees,in order to better realize the promotion of employee training to organizational commitment,according to the results of this paper,we should give full play to the benefit of training.The following principles should be followed in the development of staff training: first setting up the requirements for the long-term strategic development of the enterprise and the training mechanism for the interaction of demand and supply of new employees' career development;second create a good communication environment,establish a new employee professional tutor system,and fill in the dynamic interaction and support of leadership.Third,through rigorous training and assessment,the effectiveness of training can be assessed,so that the training effect can be better transformed,so as to truly achieve the landing of training benefits.