An Empirial Research On The Relationship Between Employability And Organizational Commitment

Organizational Commitment have been proposed in the1960s, it reflects a state of mind between the relationship of the employees and organization, implying that the employee’s decision whether to remain in the organization or not. At the beginning, Organizational Commitment was defined from the point of view of the "Side-bet", with a single dimension, generally refers to the Affective Commitment. Later, with the depth of its research, the definition of Organizational Commitment developed to two-dimensional structure, increased the Continuance Commitment to the concept; and then was three-dimensional, increased the Normative Commitment dimension; China’s Ling Wenquan divided Organizational Commitment to five dimensions, increased Choice Commitment and Ideal Commitment dimension. Dimensional structural model of Organizational Commitment is the most widely used model in recent years, and it has also been confirmed by numerous studies.In recent years, the study of Organizational Commitment cause a great interest in the field of Organizational Behavior, Human Resources Management and Psychology, become a hot research in these field. Antecedents and outcome variables of Organizational Commitment has been the focus of the study of Organizational Commitment. From the previous studies, we can see that the Western scholars’study of Organizational Commitment focus on the causal variables of the Organizational Commitment, and there are three aspects:the individual characteristics variables, job characteristics variables and the organization characteristic variables. Many empirical studies have confirmed that Organizational Commitment can predict the voluntary turnover behavior of employees, and therefore it’s valuable to study Organizational Commitment. In today’s employment background for the organization, they can not provide a stable workplace and lifelong employment commitments to the employees. As a result, the organization is no longer pursue to provide a stable work for the employees,instead, they think highly of the importance of individual value to the organization. For the high-value employees, the organization is willing to pay, while the low-valued is not. In the same time, as the era of knowledge-based economy has come, the contribution of human capital in the products and services greatly increased, thus the status of employees in the bargaining has been greatly enhanced, which makes the enterprise consider more from the perspective of the staff in order to attract and retain the talent. How to retain core staff with higher Employability is urgent to enterprise. Enhance the Organizational Commitment of the staff with higher Employability (core employees) is the key to acquire a sustained and healthy development of the enterprise, and exploring the relationship between Employability and Organizational Commitment become extremely necessary. In order to enhance the Organizational Commitment of core staff, all enterprises make every effort to get the support of key employees through good pay and benefits, excellent corporate culture, improve the training system. All these human resource practices formed the impression in employee mind is the employees’ perception of the corporates’employer brand. In view of this, this paper focuses on the relationship between Employability and organizational Commitment under the Perspective of Employer Brand, in order to provide a new perspective to enhance the Organizational Commitment of employees.Former study on Employability mainly chooses university graduates as its object, by means of studying the employability skills to provide recommendations for the enterprise recruitment. Employees of the enterprise are choosed to be the object of this study, employer brand as adjustment variables, this paper studyed the relationship between staff Employability and Organizational Commitment, in order to provide advice to enterprises to improve their key employees’ Organizational Commitment from the perspective of the employer brand building.In this paper, empirical research methods are used to study the relationship between Employability and Organizational Commitment, and employer brand considered as a conditioning variable. From the above, looking up a lot of literatures, combing theory, this paper finally established its theoretical model; through questionnaire survey and statistical analysis, this paper verified the relationship between the three variables,and from the results it obtained the conclusion of this study and gave management recommendations of human resources; finally it pointed out the limitations of this study and future research prospects. This paper is divided into five parts:The first part is the introduction. This part mainly introduced the background of this article, purpose and significance of the study, the research framework and research methods.The second part is a literature review. This part mainly reviewed the definition and advanced research of Employability, Employer Brand and Organizational Commitment. This provides a theoretical basis for model building.The third part is the study design. This part built the model for this research, put up the hypothesis and designed the Employability Questionnaire, Employer Brand Questionnaire and Organizational Commitment Questionnaire.It did a pre-survey of the questionnaire and amended the questionnaire, based on this determined formal research questionnaire.The fourth part is the Questionnaire Analysis. Major use statistical analysis tool such as SPSS18.0and AMOS, using the reliability and validity analysis, descriptive statistical analysis, analysis of variance, correlation analysis, regression analysis and structural equation model to study how the individual characteristics impact the variables,the relationship between Employability and Organizational Commitment, and role Employer Brand play in them.The fifth part is the conclusions and recommendations. This part is to summarize the conclusions of the study, analyse the conclusion in-depth to explore the information behind the data, the then put up the recommendations on human resources management. At last, it concluded the possible contribution and the limitations of this study, and proposed future research prospects.On the basis of reading many literatures, this study proposed three hypotheses: the first assumption is that there is a significant correlation between Employability and Organizational Commitment, there are also two sub-hypotheses:Internal Employability has a significant positive correlation with the various dimensions of Organizational Commitment; External Employability is negative to Continuance Commitment, while has a positive correlation with Affective Commitment and Normative Commitment. The second assumption is that the Employer Brand has a significant positive correlation with Organizational Commitment. The third assumption is that the Employer Brand play a regulating role in the relationship of Employability and Organizational Commitment.Based on empirical research, this study’s main conclusions are as follows:(1)Employability is significantly positively correlated to Organization Commitment, in which Internal Employability has a significant positive correlation with the various dimensions of Organizational Commitment; External Employability is negative to Continuance Commitment, while has a positive correlation with Affective Commitment and Normative Commitment.(2)Employer Brand has a significant positive correlation with Organizational Commitment.(3) Employer Brand play a regulating role between Employability and Organizational Commitment.Analysis from the perspective of Employer Brand, this study proposed some Human Resource Management recommends:do good job training to improve employees’satisfaction of Employer Brand; provide competitive compensation for employees to enhance Employer Brand; do good employee career management; pay attention to corporate culture, Transfer the prospects of the development of the company.