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Human resources in the mixed ownership reform of Chinese ports: the mediating effects of organizational commitment

机译：中国港口混合所有制改革中的人力资源：组织承诺的中介效应

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摘要

In the process of the change to mixed ownership of Chinese ports, the allocation of human resources has become increasingly important because of the workforce's growing concerns regarding losses of benefits. The mediating effect of organizational commitment in the relationship between person-organization fit and organizational citizenship behavior (OCB) can provide a significant reference for port managers and regulators, i.e., the government, regarding the framework of human resource systems. The data examined in this study were collected from three Chinese ports (Qingdao Port, Yantai Port and Rizhao Port) that are in the process of changing to mixed ownership. Structural equation modeling was applied to test the hypotheses. The results show that it is extremely difficult for groups with vested interests in Chinese ports to achieve consistency fit in the short term and to accept potential losses. Moreover, it is imperative to adopt a scientific and efficient person-organization fit mechanism and personnel system to achieve a higher level of fit.
机译：在改变中国港口混合所有制的过程中，由于劳动力对福利损失的担忧日益增加，人力资源的分配变得越来越重要。组织承诺在人与组织的适应与组织公民行为（OCB）之间的关系中的中介作用可以为港口管理者和监管机构（即政府）提供有关人力资源系统框架的重要参考。本研究中考察的数据是从中国的三个港口（青岛港，烟台港和日照港）收集的，这些港口正在转变为混合所有制。应用结构方程模型来检验假设。结果表明，对于在中国港口拥有既得利益的集团，在短期内实现一致性和承受潜在损失是极其困难的。此外，必须采用科学有效的人员组织拟合机制和人员系统来实现更高的拟合水平。

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