A Study On The Impact Of New Employees' On-the-job Training On Organizational Commitment

The business development of enterprises can not be separated from the continuous input support of human resources,which can greatly promote the improvement of the enthusiasm of enterprise personnel,but also the only way for the continuous development of enterprises."Organizational Commitment" was first proposed by The American sociologist Howard S.Becker in 1960,and in 1991,John P.Meyer and Natalie J.Allen proposed a three-component model based on the Becker model,which is divided into emotional commitments.Continuous commitment and normative commitment,and it boils down to "organizational commitment",which has been rapidly expanded and applied to the field of enterprise human resources management since the theory was put forward.In this paper,205 new employees of A enterprise sit for 1-3 years as the research object,analyze and study the data sampleof of A enterprise according to the interview method,questionnaire survey method and statistical analysis method,and explore the internal connection and related factors of organizational commitment from the perspective of the new employee induction training of the enterprise.Its main purpose is to further analyze and verify the relevant factors of the new employee induction training on the commitment of the enterprise organization,and to emphasize the important impact of the induction training on the operation and development of enterprises.Based on the analysis of the relevant data on the research of new employees in A enterprise,it can be seen that the training perception of new employees in enterprises plays an important role in the organization's commitment,and the main research results of this paper are summarized below.(1)The orientation of new employees can be perceived in four aspects: training intention,training benefits,leadership support,training opportunities.(2)Through the results of regression analysis,it can be seen that the organization's commitment is closely related to the induction training of new employees,but may not be fully predicted.With new employee orientation,you can make positive predictions that drive the ideal commitments,normative commitments,and emotional commitments in your organization's commitments,but you can't predict ongoing commitments.(3)The results of the study and statistical results of the sample size of new employees inA enterprises show that the training perception of new employees is positively related to the organization's commitment,while the "leadership support" of the enterprise managers has become an important adjustment role in effectively meeting the training needs of new employees,"training perception",and in addition to the continuous commitment,The three dimensions of organizational commitment and the three dimensions of the training of new employees in A enterprise sit in each other and complement each other in a positive relationship.On this basis,the basic assumptions put forward are basically verified.In summary,the a new employee training system system helps to improve the new employee's sense of enterprise culture,and leadership support is an important support condition for new employees to carry out new employee onboarding training activities,and leadership support as a regulator can promote the impact mechanism of new employee orientation on organizational commitment,for this reason,through employee belonging,The analysis of identity and loyalty to consolidate the a enterprise organization culture,to take into account the impact of each dimension on the organization's commitment.A Enterprise Strengthens Organizational Culture To carry out a series of new employee training activities,so that new employees can get a good sense of training effectiveness,thereby enhancing the sense of belonging of new employees.