职工间组织信任特征对组织承诺影响的实证研究——基于重庆地区机关、企事业单位职工的调研数据

The Intergenerational Differences of Staff’s Organizational Commitment and the Influence of Organizational Trust on It—Based on the Research of Civil Servants and Employees in Chongqing

本文旨在研究当前职工不同代际之间组织信任特征及其对组织承诺影响的差异。采用问卷调查法对重庆地区的449名公务员及企事业单位职工进行调研发现:代际差异导致组织承诺的结构发生变化;职工的组织承诺存在显著的代际差异。具体表现为:青年职工主观情感承诺、客观条件承诺显著低于中老职工,同时25岁以下青年职工在组织承诺及其各维度上均显著高于25~35岁的青年职工。当前职工的组织信任存在显著的代际差异——青年职工的组织信任水平显著低于中老职工;组织信任能够正向影响组织承诺;不同代际的职工其组织信任和对组织承诺的影响程度具有显著的差异。

The purpose of this study is to investigate the characteristics of organizational trust and its influence on organizational commitment among employees of different generations in Chongqing. By the method of questionnaire, the investigation of 449 civil servants and employees of enterprises and institutions in Chongqing found that intergenerational differences lead to changes in the structure of organizational commitment. Also, staff’s organizational commitment shows significant intergenerational differences: young workers subjective emotional commitment and objective conditions commitment were significantly lower than that in older workers, the younger workers who are under 25 years old have significantly higher level in the organizational commitment and their dimensions than those who are aged at 25 - 35. At present, there are significant intergenerational differences in organizational trust of employees. The organizational trust level of young workers is significantly lower than that of older staff;organizational trust can positively influence organizational commitment;and there are significant differences in organizational trust and its influence on organizational commitment among staff of different generations.