The Study Of Relationship Among Enterprise Staff’s Perceived Organizational Support, Psychological Empowerment And Organizational Commitment

Human resource is considered as the most important factor which affects organizations’ growth and development, organizations with outstanding and sufficient human resource reserve always have occupation advantage in the increasingly severe competition. In the recent years, the human resource demand is gradually exuberant, but at the same time, human resource turnover rate is rising year by year, the value used to be hold by employees that one should dedicated for his enterprise is gradually disappearing, now the staff individual tend to select the best development environment among multiple enterprises, and their loyalty to the enterprise is reducing, the relationship between enterprise and its staff is shorter and more changeable. It will bring great loss to the organization if the employees frequently change their job and have little responsibility foi the organization, and eventually reduce the organization’s competitive ability.As an important concept in organization behavior field, organizational commitment can steadily predict employees’turnover behavior and their commitment to the organization,the one with high organizational commitment always has strong sense of belonging to the organization, and thus to reduce his turnover intention.Based on social reciprocity theory and so on, perceived organizational support theories put forward that we should not only require employees maintain a high commitment to organization, the organization should also provide corresponding commitment to their employees. The one with high perceived organizational support always has more devotion to their organization and shows high commitment to their organization.As one of the important means of management, empowerment has been widely used in management practice. The former empowerment management theory is mainly focused on empowerment measures and methods from the enterprise’ perspective while ignoring the employees’ perception to the influence of empowerment. Some scholars’study confirmed that empowerment in such ways cannot bring the expected effect, so the put forward the concept of psychological empowerment. As one of employees’important perceptions of psychological state, psychological empowerment plays an important in affecting employees’attitude and behavior. The attention paid on empowerment can help enterprise to improve its management of employees, and promote they to work harder for the development of the enterprise.This article is dedicated to the empirical studies of the relationship among the enterprise staffs perceived organizational support, psychological empowerment and organizational commitment, this study’s meaning lies in:first, verify and revise the reliability and validity of the Chinese scholars’ questionnaires under the background of organizational culture in China; secondly, conduct empirical study with the revised questionnaires to learn about the current situation and relationship among enterprise staffs perceived organizational support, psychological empowerment and organizational commitment, and make further study on the psychological empowerment’s intermediary mechanism between perceived organizational support and organizational commitment; thirdly, put forward feasible management advices according to the results of the empirical to make positive influence on staff’s organizational commitment, increase the staff’s organizational loyalty and satisfaction, and thus help enterprises make their human resource advantages into full play, and provide powerful talent guarantee for enterprise’s strategic target.Based on a review of summary of the previous scholar’s theory on perceived organizational support, psychological empowerment and organizational commitment, the study put forward the research idea and research hypotheses, choose research tools and the sample, and finally form the design of this research. This study adopts the methods of questionnaire survey to collect data, compiled "the questionnaire of the study on the relationship among the enterprise staffs perceived organizational support, psychological empowerment and organizational commitment", verified and revised questionnaire through the forecast by factor analysis, etc. We proceeded formal investigation with the revised questionnaire, surveyed177common staff, then use Amos and SPSS software for data analysis, the main methods used include:the verification factor analysis, descriptive statistics analysis, ANOVA, correlation and regression analysis methods, etc.The research verified the research hypotheses, and got the conclusion as follows:(1)Enterprise staffs demography variables have an affect on staffs perceived organizational support, psychological empowerment and organizational commitment, and present significant differences.(2)Enterprise staffs perceived organizational support has a positive influence on their psychological empowerment, first the two variables and their dimensions present a significant positive correlation, secondly, by means of the regression analysis confirmed perceived organizational support especially the value recognition dimension’s regression coefficients on psychological empowerment is significant, which play a good positively predict role on it.(3)Enterprise’s staff perceived organizational support especially the care interest dimension has a positive influence on their organizational commitment, and its dimensions of emotion commitment, normative commitment, ideal commitment and economic commitment, however, perceived organizational support has no relationship with the opportunity commitment dimension.(4) Enterprise staffs psychological empowerment has a positive influence on their organizational commitment and its dimensions of emotional commitment, normative commitment, ideal commitment and economic commitment. Psychological empowerment and its dimensions of job meaning, self-determination and job impact have no significant relationship with the opportunity commitment dimension, and there is a significant negative correlation between the self-competence dimension and opportunity commitment.(5)We verified that psychological empowerment plays partially or entirely intermediary role on the relationship between perceived organizational support and emotional commitment, normative commitment, ideal commitment, however, it has no use on the relationship between perceived organizational support and economic commitment.With the results of the study, we put forward some advice to the enterprise on how to enhance staff’s organizational commitment and loyalty. (1)Supply the staff with powerful organization support actively, and special attention should be paid to care for the interests of staff.(2)Strengthen the effective communication between enterprise and the staff on psychological empowerment, improve the level of staffs psychological empowerment.(3) As organizational commitment is a multi-dimensional variable, organizational policy should be combined with the characteristics of staff, to enhance staff’s organizational commitment.The innovation of this article lies in that:first, based on the former relevant studies, select psychological empowerment as the intermediary variable between perceived organizational support and organizational commitment, so deepen the understanding of the relationship among the three variables and clarify the intermediary role of psychological empowerment between perceived organizational support and organizational commitment. Secondly,the gauges used in this article are designed by Chinese scholars which based on the foreign scholars’ and combined with our organization’s situation, to make it more applicable, and the results are more valuable.