The Effect Of High Involvement Work System On Affective Commitment Of New Generation Employees: A Mediated Moderation Model

With the continuous acceleration of technological innovation and the transformation of labor market structure,the competition among enterprises has gradually shifted from market and cost competition to the competition of human capital,management and technology.Currently,new generation employees have become the mainstay of the labor market.However,due to the backwardness of traditional command and control management mode and the rise of self-career management mode,the organizational loyalty and emotional commitment of the new generation employees with strong self-awareness and emphasis on career development have seriously decreased,and job turnover has become the norm.How to effectively attract,manage and enhance the emotional commitment of new generation employees is an urgent issue for today’s HR management.The thesis applied the affective events theory and conservation of resources theory to investigate the impact of high involvement work system on employees’ affective commitment,and analyzed the mediating effect of sense of work gain and the moderating effect of family-work facilitation by using data analysis software such as SPSS 22.0 and AMOS 24.0 with 457 valid samples.The results of the thesis show that:the high involvement work system can effectively promote the affective commitment of the new generation employees.The results of the mediating effects of the four dimensions of the sense of work gain are different,the sense of competence enhancement and the sense of career aspiration play a significant mediating role in the relational path of the high involvement work system on affective commitment,while the sense of job dignity and the sense of salary satisfaction do not produce a significant mediating effect.This means that the new generation of employees have higher resilience in the workplace,and their preference for salary and welfare is weakening.Working atmosphere,such as respect and equal treatment by leaders and colleagues,and material rewards such as salary and welfare have become hygienic factors,and they pay more attention to the future career development space and self-improvement needs.Family-work facilitation can effectively and positively regulate the effect of high involvement work system on feelings of competence enhancement and career aspiration,and further enhance the mediating role of feelings of competence enhancement and career aspiration.Based on the above findings,the thesis suggests that companies should build and improve a high involvement work system with full empowerment,competence development,appreciation and recognition,information sharing practices,and fairness in rewards;focus on the establishment and improvement of career development channels to accurately grasp the personalized needs of new generation employees;establish diversified leadership-employee relationships,and encourage and nurture managers to pay attention to the establishment and development of a positive family-work relationship between employees.