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Assessment of the Effect of Organizational Support and Investment in Employee Development on Affective Commitment

机译：评估组织支持与投资员工发展对情感承诺的影响

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The purpose of this research is to identify factors and conditions that improve the affective commitment of employees so as to increase the chances of organizations to retain their employees. This research took the form of a multiple regression analysis and assessed the ability of Perceived Investment in Employee Development and Perceived Organizational Support to predict Affective Commitment controlling nationality. The Perceived Investment in Employee Development questionnaire, Perceived Organizational Support assessment tool, and Affective Commitment survey have been utilized as instruments to collect data and a nonprobability purposive sampling technique involving 250 full-time employees in the service industry in Shanghai was carried out. It was observed that Perceived Investment in Employee Development and Perceived Organizational Support are significant predictors of Affective Commitment among various categories of employees that were distinguished in this study. It was found that employees welcome developmental programs where Perceived Organizational Support is high. It was suggested that endeavors to retain employees in China should not just implement observations made in Western countries but consider the socio-economic realties of the country so as to be effective. More light needs to be thrown on the predictors of Affective Commitment in China and this research recommended areas that require further investigations.
机译：本研究的目的是识别改善员工情感承诺的因素和条件，以增加组织留住员工的机会。该研究采取了多元回归分析的形式，并评估了员工发展投资的能力，并感知组织支持，以预测控制国籍的情感承诺。在员工开发问卷，感知组织支持评估工具和情感承诺调查中的感知投资已被用作收集数据的工具，并进行了涉及上海服务行业的250名全职员工的非可行性目的采样技术。据观察，员工开发和感知组织支持的投资是在本研究中各类员工之间的情感承诺的重要预测因素。有人发现，员工欢迎感知组织支持的发展方案。有人认为，努力留住中国的员工不仅仅是在西方国家制定的观察，而是考虑国家的社会经济地产，以便有效。需要在中国的情感承诺的预测因子上抛出更多的光线，并推荐需要进一步调查的领域。

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