| The two-way loyalty,placing equal emphasis on private enterprise and knowledge staff are a brand new field in the contemporary management research.It highlights the idea that enterprise firstly loyalty to employees when they want to obtain the employee loyalty,these theories responded to the needs of constructing a mutually beneficial relationship through cooperation between private enterprise and knowledge staff in a dynamic environment,and are altering the direction of management research which stressed employee loyalty and blinded enterprise loyalty,and are establishing model of The "covenant relationship" basing on psychological contract relationship,thus guiding the new direction of the two-way loyalty development.Focusing on private enterprise-knowledge worker context interaction,this study explored,with an organizational management perspective,the dynamic interaction between enterprise and knowledge staff as well as the counter effect of employee loyalty in the Chinese context.Three sub—studies were conducted.Study 1:Structure,connotation,and measurement of the two-way loyalty.The author first collected typical psychological traits of the two-way loyalty through open-ended questionnaires,Semi-structured and structured interviews,enterprise unions and enterprises human resources expert discussions.After selection,categorization,combination,revision,and theoretical saturation testing,The author acquired the initial 48 scale items.Through pretest the scale,13items were eliminated,After Exploratory Factor Analysis(EFA),and the final 35-item scale was formed.Lastly,the author administered a large sample testing.Four hundred and thirty(430)valid samples were collected and divided into two groups randomly.Group 1 was used for EFA(Exploratory Factor Analysis)and group 2 was used to determine validity and reliability.Study 2:Main influencing factors of the two-way loyalty.This study chose goals and values,life cycle,leadership style(transformational and transactional)and organizational climate(supportive and controlling)organizational justice as the independent variables and collected 430 valid samples.Using confirmatory factor analysis(CFA),correlation and hierarchical multiple regression analysis,the author discussed both enterprise goals and values and knowledge workers’ work values influence on the two-way loyalty discussed the positively/negativity and level of the effect of leadership style and organizational climate on the two-way loyalty.Several control variables were chosen,including、workers’ gender,age,education,length of employment,with title,and organization nature.Through variance analysis and LSD multiple comparisons,the effects of these control variables on the two-way loyalty were discussed.Study 3:The Mechanism of the two-way loyalty on leader——knowledge worker effectiveness.This study adopted the leader-member dyadic method to collect data.The author first ran a discriminate validity test on the instrument and correlation analysis of the variables and then Structural equation model(SEM)and hierarchical regression,and discussed the mediating and moderating mechanism of the two-way loyalty on leader——knowledge worker effectiveness.This paper constructs a theoretical model of the two-way loyalty.It uses 430 valid questionnaires to collect data,SPSS 17.0、AMOS6.0 software to make descriptive statistical analysis。(1)Repeated game analysis confirmed that two-way loyalty is the result of mutual interaction both knowledge workers and enterprise.Two-way loyalty is ultimately a goal which to reach the a win-win.(2)After evaluation of homogeneity reliability,split-half reliability,content validity,convergent validity,distinguish validity and empirical validity,the 35-item Knowledge worker scale showed good reliability and validity and qualified as a psychometric measurement.(3)Transformational leadership has a positive effect on the two-way loyalty,specifically,Vision incentive and humanistic care have a significant positive effect on Knowledge employees’ innovation and pioneering spirit,executive skills and comprehension ability;whereas transactional leadership contingent reward and active management by exception has a positive effect and passive exception management has a negative effect on the two-way loyalty.(4)Supportive organizational climate has a positive effect on the two-way loyalty,whereas controlling organizational climate has a negative effect on the two-way loyalty.Specifically,Knowledge employees’ innovation and pioneering spirit,execution and comprehension ability are significantly affected.(5)There was no significant variance of gender on the two-way loyalty,whereas certain variances exist among different age,length of service,cultural degree,position difference,and the nature of the work.(6)The Mechanism of the two-way loyalty effectiveness was elucidated.The research indicated that LMX partially mediated.the consistency of values between enterprise and the employees Play a leading role on the two-way loyalty.Two major theoretical contributions are made with this research.It is the first empirical management research under Chinese cultural background and organizational context,which illustrated the connotation and structure of two-way loyalty,using a multi-theoretical cross research method.A measurement scale was developed with better reliability and validity and the main influencing factors were discussed to illustrate the mechanism of on two-way loyalty.It was hoped to contribute some preliminary work to the construction of the Chinese-characterized two-way loyalty theory.Through the discussion of the relationship between private enterprise and knowledge workers,this study constructed theory of covenant relationship model between private enterprise and knowledge worker,expanded the management philosophy of equally stressing enterprise loyalty and workers loyalty which would facilitate to alter the biased direction of the one-way loyalty research,and contributed to the enrichment and development of leadership theories.The practical implications of this study also lie in follow two aspects.One is to helpleaders and Knowledge employees clarify the connotation,structure and mechanism of action of two-way loyalty and re-acknowledge the importance that leadership-membership interaction has on the fulfillment of both sides’ value and the attainment of the organizational goal.When private enterprise leaders realize the best way to improve two-way loyalty effectiveness is to enhance worker loyalty,they would actively better the mutually beneficial cooperative relationship with members and gather more new members stronger two-way loyalty.Meanwhile,when knowledge workers understand what they need and how to improve their performance,what they have,what they lack,they can increase their two-way loyalty qualities and cohesion to the organization.The two is to expand the organizational human resources management perspectives.and propose two new covenant relationship between private enterprises and knowledge employee,and innovate the equity incentive,happy ncentive,and time incentive and so on.This staff motivation method is filled with new content of human resource management in the new period. |
