Organizational Support's Influence On Affective Commitment Of New Generation Staff In Manufacture Industry

The state council in 2015 began to implement the strategy of manufacturing action — made in China 2025,which shows that China pays more and more attention to the development of manufacturing industry.As an advanced province of manufacturing,Zhejiang province,though,play a leading role among most provinces and cities,there are still many problems and multiple difficulties,especially for small and medium-sized manufacturing enterprises in Zhejiang,financing difficulties,industrial transformation,talent shortage is to enterprise's development.Small and medium-sized manufacturing enterprises have not yet formed a mature and standard management system,their scale is relatively small,and the work content and characteristics of manufacturing enterprises have led to a situation of high turnover rate of employees at the grassroots level and low organizational loyalty.These consequences will bring negative impacts on organizational performance and corporate competitiveness.As an emerging force in the enterprise,the new generation of employees undoubtedly has an important impact on the enterprise's transformation and upgrading.Therefore,in the current context,this paper will study whether the organizational support(OS)provided by small and medium-sized manufacturing enterprises in Zhejiang Province will have an impact on Employee's Affective Commitment(AC,in terms of new generation from 1985 to 1997),and whether their organizational identification(OI)plays a mediating role between OS and AC.In order to study the relationship between the three,60 leadership questionnaires and 323 corresponding employee questionnaires were screened and collected,and leaders and their subordinates were paired with independent ID.Each leader corresponded to about 5 employees on average.The subjects were all from small and medium-sized manufacturing enterprises in Zhejiang Province.Then the reliability and validity of the scale were tested and the common method was tested to determine the validity and consistency of the scale.After reading a lot of literature and conducting empirical research,we can draw the following conclusions: OS does have a positive impact on AC.Employee' s organizational identity plays a mediating role between the two,that is,organizational support,organizational identity generated by employees,and then affects AC.Moreover,OI plays a part of cross-level intermediary role between various dimensions of organizational support and AC,that is,OI plays a part of cross-level intermediary role between superior instrumental support,superior emotional support,colleague instrumental support and employee emotional commitment.