Study On The Structure And Model-developing Of Chengxin In Organizational Management

In this study we revise the Questionnaire of Chengxin in Organizational Management, and retest the structure of this questionnaire by exploratory factor analysis and Confirmatory Factor Analysis. The revised Questionnaire of Chengxin in Organizational Management is adopting to measure the Chengxin in organizational management with vivid structure, good reliability and validity.We use a data set consisting of 335 employees to build a model of Chengxin in organizational management by SEM and use another data set consisting of 334 employees to retest it. Both of the data support the model of two-phase mediators. Five conclusions we can draw from the modal are: Firstly, turnover intention of employees is affected indirectly by Perceived Organizational Chengxin, Organizational Commitment and Distributive Justice as mediators. Secondly, Organizational Citizenship Behavior is affected directly and indirectly by the Perceived Organizational Chengxin, Distributive Justice and Job Involvement as mediators. Thirdly, Organizational Commitment is affected directly mainly by Perceived Organizational Chengxin. Fourthly, Job Involvement is affected indirectly by the Perceived Organizational Chengxin, Distributive Justice as mediator. Finally, Perceived Organizational Chengxin has a stronger effect on Distributive Justice than does Procedural Justice.We use a data set consisting of 851 employees to analyse their Perceived Organizational Chengxin, Four conclusions we drawed are as follows: First of all, the overall appraisal of Perceived Organizational Chengxin is positive. Secondly, Compared with private enterprises, joint ventures and foreign enterprises, the level of Perceived Organizational Chengxin in stated-owned enterprises is lower. Thirdly, with the growth of age, Perceived Organizational Chengxin first grow and then down. Finally, with the growing of time an employee work for an organization, his Perceived Organizational Chengxin decreases.