An Empirical Study On Social Networks And Organizational Commitment

In the field of human resource management, social network theory has been applied to the corporate culture, knowledge sharing, employee satisfaction, turnover intention and other aspects, and from a new angle of view to explain the existence the phenomenon of the organizational aspects. As a tool, Social networks,through the analysis of organizational interpersonal network feature, network dimension, network centrality and other characteristics, can clear out the characteristics of network organization. From the perspect of social networks, this article explore the relationship between the characteristics of social network and organizational commitment.Social network theory has been widely applied to many fields by scholars, in recent years, this theory has been accepted and adopted by management researchers. The purpose of this study is to discuss the internal social network characteristics’ influence on organizational commitment using social network theory.The author find not only that organizational commitment is affected by the network scale, network heterogeneity, and network centrality but also that these effects are contingent on the content’s change—instrumental or expressive. Based on this idea, the article establishes the theoretical model.The research framework of this article:The first chapter is the introduction part. In this part,we mainly introduce the background and the meaning of the study.(including the theory significance and the practical), explains the research purpose, content,methods, puts forward the innovation point of this paper and research framework.The second chapter is the literature review part. We make a combe to the social network relevant research home and abroad, define the meaning of the characteristics of social network, to find the suitable characteristics of social network to this study,and through combing the relevant literature, find the basic of organizational commitment scale design,analys the related literature of social networks and organization,to find the theoretical basis for the third chapters.The third chapter is theorical model. After reading the domestic and foreign theories about social network and organizational commitment research, this study proposes the hypothesis and model construction.This chapter also includes questionnaire design, distribution, as well as receipt collection.The forth chapter relates to statistical analysis of data. In this part,we use spss17.0to analyze data, conducting factor analysis, reliability analysis, correlation analysis and regression analysis, to get the relationship between variables and test the basic hypotheses.The fifth chapter, conclusions and recommendations. This part draws conclusions on the basis of chapter4.According to the conclusions and analysis, we put forward some recommendations about how to improve organizational commitment. At the same time, there are still some shortcomings in this paper. The other research direction need to further study in the future.This study uses a questionnaire to collect data, and152valid questionnaires are obtained. The article uses statistical analysis software SPSS17.0to analyze the collected data by factor analysis, reliability analysis, correlation analysis, regression analysis, and other methods of data processing, in order to ensure our assumptions and the theoretical model. Following is the conclusions:(1) The size of employee social network is positively related with OC, but the instrumental or expressive relationship adjustment effect is not significant(2) Network centrality has a positive effect on organizational commitment, at the same time, both instrumental or expressive relationship under regulation can increase the network centrality effect on organizational commitment.(3) Social network heterogeneity has no significant effect on organizational commitment, however, based on the instrumental relationship moderating effect, there is a significant influence between the two factors, and this article denied the hypothesis that expressive relationship as a moderating variable will have a negative effect on the relationship between network and organizational commitment.According to the research results, this paper gives some suggestions to managers, proposes the lack of this study, and puts forward the prospects for the future.