Acta Psychologica Sinica

Abstract

In accordance with the factor analysis of the Chinese employee’s organizational commitment, a 5-factor model was firstly discovered, which included affective commitment, normative commitment, ideal commitment, economic commitment and choice commitment. Based on such a discovery, Path Analysis technique was used to further analyze those individual factors and organizational factors which can influence the organizational commitment. The sample included 3,236 Chinese employees. The detailed results were as follows: Those factors that could influence: (1) the affective commitment included employee’s trust toward the leaders, life support from the organization, the maintenance behavior of the leader and the perceived dependability of the organization. (2) the normative commitment included employee’s social fairness exchange level, employee’s satisfaction towards colleagues and the morale of employee’s belonging organization. (3) the ideal commitment included the employee’s trust toward their leaders, work support from their belonging organization, education level, leader’s work abilities, organizational promotion system and the satisfaction level toward their job. (4) the economic commitment included work experience, employee’s trust toward their leaders and employee’s social fairness exchange level. (5) the choice commitment included employee’s satisfaction level toward their salary, life support from their belonging organization, the perceived dependability of the organization, employee’s social fairness exchange level, employee’s overall satisfaction level toward their belonging organization, educational level, age and their alternatives for another job.

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