The Moderating Effect Of Psychological Empowerment On The Link Of Employee-organization Relationship And Organization Commitment

With the development of world economy, enterprise management models are also experiencing different changes. In today’s society, the marketing competition is increasing rapidly and the structure and statue of human resource in organization is also changing rapidly. These changes influence the shift of employee-organization relationship (EOR). According to the current situation, the companies, on the one hand, want to reduce the management cost in order to increase their performance. On the other hand, they have to motivate and reward the employees in order to maintain their working enthusiasm and efficiency. So the companies must balance these two points and choose the suitable EOR model. While for the employees, they may response differently under different EOR including their loyalty, working enthusiasm, attendance rate, and organizational citizenship behavior. In our research, we use Tsui’s four-dimensional models based on the inducement/contribution theory to explore mechanism of EOR and organization commitment. And we also introduce psychological empowerment as a moderating valuable to uncover its moderating effect on the link of EOR and organization commitment.On the basis of former literature, we draw our sample from MB As in11colleges in China. After date sorting, we finally gain972samples for our empirical analysis. We use the quasi-spot contract EOR as a reference model.(1), we test our hypothesis that the mutual investment, over-investment and under-investment EORs positively relate to organization commitment relative to the quasi-spot contract EOR.(2), we also test that in the company that uses the mutual investment EOR and under-investment EOR, psychological empowerment will increase their positive influence on organization commitment. That means we prove the moderating effect of psychological empowerment on the link of mutual investment EOR, underinvestment EOR and organization commitment. Our paper expands current researches on EOR, and gives guidance for management practice to a certain degree.