Empirical Testing of a Model of New Generation Industrial Worker’s Organizational Commitment and the Outcomes with a Chinese Survey Data
This study investigates the relationships among organizational commitment,motivation and performance of the new generation workers based on the previous social exchange research model.To test the model,this study conducted a questionnaire survey and collected self-report data from 466 new generation workers in Panyu,PR of China.Data was analyzed using multiple regressions.Regression analyses found that lower-order needs is negatively related to continuance commitment,and higher-order needs has a positive relationship with affective commitment.Results indicate that affective commitment is a predictor of turnover,job satisfaction and contextual performance,although affective commitment fails to predict task performance.Continuance commitment was found to be a negative predictor of turnover and a positive predictor of job satisfaction,but continuance commitment failed to predict task performance.Nearly all the job features failed to moderate the relationship between affective commitment and job satisfaction,except that of job completion.The analyses also demonstrated that job features make no moderating difference in the relationship between affective commitment and turnover intention.This study verifies the model in the previous study that having a deeper understanding of the new generation workers hierarchy of needs and,therefore,taking steps to retain these employees and increase their performance.
XIANGYANG LIU CI CHEN ADAM LAU KA KIN XIAODAN LI
School of Business,South China University of Technology,Guangzhou,Guangdong,510640,P.R.of China ABLE Jewelry Company,Hong Kong
国际会议
2014 International Conference on Management and Engineering(CME 2014)(2014管理与工程国际会议)
上海
英文
1-12
2014-05-24（万方平台首次上网日期，不代表论文的发表时间）