Empirical Study Of Top Managers’Employability, Affective Commitment And Enterprise Performance

The21st century is the era of knowledge-based economy, economic globalization and integration faster, and the business environment enterprises facing becomes more dynamic and unpredictable, and the competition becomes more fierce. In such a complex environment, enterprises must improve their flexibility and adaptability in order to survive and develope, which requires a higher quality of human resources. At the same time, boundaryless career era is coming, rapid change of organizations makes the lifetime employment relations can not subsiste. In order to ensure their own job security, employees also changed their concept of employment which changed from the pursuit of lifetime employment to the pursuit of lifelong employability improved. Changes in employment relationships also led to the employees’loyalty generally declined, and in recent years, events of executives quit or departure become more and more. However, top managers is precisely the most scarce and valuable resources of enterprises, who are responsible for strategy formulation and management, and their departure would have a significant negative impact on the daily operations and long-term development of enterprises. Therefore, many enterprises need to solve the problem that how to attract and retain top managers who have higher employability, to improve their affective commitment, to create enterprises’competitive advantage, and so as to enhance enterprises’ performance.Employability is the solution to the employment relationship problem in the boundaryless era career. So, enterprises should take various measures to appreciate top managers’human capital and social capital, and adopt employability strategies to attract, motivate and retain them, and in return for their continued commitment to the enterprise and work harder, and so as to enhance their affective commitment, to improve enterprises’performance, to gurantee enterprises’sustainable development. However,the study on top managers’employability is lacking, because former study of Employability at home and abroad has focused on college graduates and employees.Based on the above realistic background and research status quo, this paper takes top managers as the research object, and verifies the relationship among the top managers’employability, affective commitment and enterprise performance through literatures research, questionnaires survey and empirical reseach. The author summarizes the relevant theories and research results about employability, affective commitment and enterprise performance, and establishes the theoretical model according to the resource-based theory, psychological contract theory and social exchange theory, and puts forward the hypotheses, then designs the questionnaires, and recycled lots of questionnaires from top managers. In this paper, using SPSS19.0statistical analysis tool to conducte the reliability and validity analysis, analysis of variance, correlation and regression analysis, finally gets the following conclusions:(1) Top managers’employability (total scale)have a significantly positive effect on enterprise performance. Two dimensions of top managers’ employability have a significantly positive effect on enterprise performance, and the impact of the internal employability is stronger than external employability.(2)Top managers’employability (total scale) has a significantly positive effect on affective commitment. Two dimensions of top managers’employability have a significantly positive effect on affective commitment, and the impact of the internal employability is stronger than external employability.(3)Top managers’affective commitment has a significantly positive effect on enterprise performance.(4)Affective commitment partially mediates the relationship between Top managers’employability (total scale) and enterprise performance. Affective commitment partially mediates the relationship between Top managers’internal employability and enterprise performance, and affective commitment does not mediates the relationship between Top managers’external employability and enterprise performance. In the end, this study put forward some managerment proposals from two aspects of enhancing top managera’employability and fostering their affective commitment according to the results of the study, in order to relieve employment conflicts, and achieve a win-win situation of top managers and enterprises.