Research On Organizational Commitment Of DK Group Company

In the era of humanistic management,how to deal with the relationship between organization and employees is one of the important content of human resource management.Organizational commitment as the concept of degree of staff loyalty to organization,represents the employees on organizational trust,dependence and identity.It is necessary for any organization in thinking and efforts to improve organizational commitment.Youth is the most active and the most active part of the whole social forces.It is the hope of the organization,which will affect the future development of the organization.DK group company as a provincial geological prospecting units subordinate enterprises,in the nearly 30 years of development in the process of development and growth,achievement strikings,facing the industry overall loss of talented people and working environment hard and other unfavorable factors,the company strengthen the cultivation of young talents and outstanding young employees,but young backbone loss is still serious,fully reflects the status of the organizational commitment is not high.Relatively speaking,"80","90 after" as the representative of the young employees has a stronger personality,with better learning ability and creativity,but at the same time with poor discipline,low loyalty,turnover rate higher characteristic.The DK group company as the research object,through questionnaires and interviews,find out young employees' organizational commitment the lack of reason,and combined with the characteristics of industry,based on incentive mechanism,according to the population characteristic of young employees and the realistic demand,put forward the improvement scheme for the organizational commitment.Referring to the organizational commitment model of five factors,the incentive mechanism of DK group company is constructed from five aspects: affective commitment,ideal commitment,economic commitment,normative commitment and opportunity commitment.Economic commitments,mainly as a way to merit pay scale through ascension;Ideal commitments,mainly through strengthening training,practice the "mentoring" training mode,to carry out vocational skills contest,and internal rotational ways;Affective commitment,mainly through ownership incentive,honor and suffering incentives;Normative commitment,mainly through establishing normative commitment high sample and reference model,benchmarking further enhance the work sense of responsibility.In short,through targeted incentives to enhance the perception of young employees in terms of organizational commitment,improve their turnover costs,so that they are willing to grow with the organization,to achieve a win-win organization and young workers.