A Study On The Relationship Among Different Organizational Culture, Affective Commitment And Job Engagement

In contemporary, China is in a special period of economic transition. With the forces of globalization expansion on impact to human society, the different types of enterprises, especially small and medium companys in China have developed rapidly.They deduce different types of organizational culture, leadership style and management features after into the traditional concept of Chinese cultural characteristics.Following, the enterprises face the pressure of the survival and development is becoming more and more high.Human resources is playing the importance role,and the excellent staff teams have became the fundamental elements of enterprise to improve their competitiveness.In recent years, many scholars have found that job engagement has great positive effect on the enterprise, so how to retain and use talented person is more important for the survival of enterprises, also is the urgent concern on business management subject.Organizational culture play a large role in the numerous factors that affect job involvement,the element adapt to the changing external environment and lead to organization members value,moreover organizational culture also can produce inner guidance among the members,make the organization members organize the dedication to enterprise from the deep heart.So, the organization should figure out the organizational culture that enhance employees affective commitment and job engagement,so as to ensure the sustainable development of the organization.From the perspective of organizational culture, the paper firstly systemizes domestic and foreign research results, and builds the research model about different types of organizational culture, affective commitment and job engagement according to the the research. Further through the questionnaire survey,the paper selects organize employee in south China as the research sample and use the SPSS19.0, AMOS17.0to statistical analysis, the data shows that affective commitment plays an intermediary role between different types of organizational culture and job engagement.Finally, according to the results of data analysis, the paper puts forward the policy recommendations and looking for future studies.The study founded:(1)Organizational employee have a low evaluation level of organizational culture,especially team culture, market-oriented culture,which are highly related to the employees’ job involvement.(2)Flexible culture and team culturein different types of organizational culture influence emotional commitment through affective commitment.(3)Organizational individuals have different perceptions on organizational culture,affective commitmentjob engagement, and the age,working time and working time are three important factors.