Research On The Impact Of Employee Psychological Welfare Gap On Organizational Commitment In China’s Labor Intensive Enterprises

For a labor-intensive enterprise, the most critical are the stability of the number and efficiency of labor. Also, the economic benefit of enterprises is depended on the organizational commitment of individual employees. Moreover, organizational commitment is linked to work attitude, which often follows with welfare provided by company and employee’s satisfaction to welfare. As a result, the management should focus on employee’s psychological sensation of welfare. As a key part of enterprise human resources management system, employee welfare psychological gap has important impact on the organizational commitment of employee. Therefore, understanding the welfare of employee’s psychological gap is beneficial to establish and improve the corresponding welfare system. By reducing the gap, employee’s organizational commitment and economical benefits of enterprise will be improved.To analyze the factors related to employee’s psychological gap, first of all, according to relevant theory and literature relevant to the employee benefits psychological gap and organizational commitment and the objective of this paper, I construct a model to discover the relation between employee benefits psychological gap and organizational commitment, and put forward the related theoretical assumptions. Moreover, by using sample of some employees from Southern China, I design a questionnaire survey and collect the data, and then I use statistical software to carry on the factor analysis, reliability and validity analysis, independent sample t-test, single factor variance analysis, correlation analysis and regression analysis. The data analysis can provide empirical findings for the theoretical model and the hypotheses of this paper.The empirical findings are:1. Each measurement scale has great reliability and validity.2. Employee benefits psychological gap has a significant impact on employee’s organizational commitment.3. Demographic factors such as age, education, income level and the current job have significant impact on employee’s benefits psychological gap, however, the impact of gender, marital status and work experience on employee’s benefits psychological gap are insignificantly. Finally, according to the results of empirical research, some recommendations that how enterprise can reduce employees’ welfare psychological gap are put forward at the end of this paper. I hope my paper can be beneficial to enterprise human resource management practice.