An Empirical Analysis On The Relationship Of Employees’ Psychological Capital, Job Satisfaction And Organizational Commitment

Today’s market is changing rapidly, retaining the talents is the key to remain invincible for the enterprise in the competitive market, the research on the enterprise how to retain talents becomes more and more popular, and the research on organizational commitment has become the focus of attention. The article discusses the formation mechanism of organizational commitment. Based on research literature, the writer raises hypothesis and designs questionnaire. Nanjing enterprise employees are the research object of this paper. Through factor analysis and structural equation modeling empirical analysis, we test the hypotheses and according to the result, put forward relevant suggestions. This paper discusses the application of exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) double factor analysis method. Based on the SEM analysis results in the intermediary effect was significant test, the intermediary effect sizes were measured, the intermediate variable path to explore more convincing.The hypothesis of the article mainly involves three aspects:the first aspect is variable dimensions’ hypothesis, the second aspect is interactions between variables’ hypothesis, and the third aspect is organizational commitment form path’s hypothesis. The study on the psychological capital uses EFA and CFA double factor analysis. The psychological capital consists of four dimensions, including hope, optimism, confidence and perseverance. The research on the job satisfaction uses EFA and CFA double factor analysis, and the job satisfaction consists of five dimensions which are company itself, income, development, superiors and colleagues. Organizational commitment research also uses EFA and CFA double factor analysis, including affective commitment, continuous commitment and normative commitment. The research shows that organizational commitment is affected by psychological capital and job satisfaction, and the influenced direction is positive. In the process of the formation mechanism of organizational commitment, firstly, the psychological capital directly impacts, in addition psychological capital indirectly impacts organizational commitment through job satisfaction.Finally, according to the research conclusion, the paper proposes that the enterprises should promote enterprise staffs psychological capital and improve employee job satisfaction, which improve the employee’s organizational commitment. In this way, the employees are willing to stay in business, and give their all the force to the enterprises.