A Study on the Impact of Chinese New Generations’ Vocational Value on Organizational Commitment: Focused on the Mediated Effect of Job Satisfaction

Abstract

Regarding the generations of Balinghou and Jiulinghou, within the rapid, social changes of China, they have the environments and the experiences that are different from the older generation. And, due to the difference of the values that were perceived through the experience, the managers at the sites have been experiencing the generation gap. Because of such reasons, it is judged that it is a time when research on the levels of the leadership and the personnel affairs management that are suitable to the people of talent who have the diverse goals and values by generation on the organizational level and a research for utilizing the special characteristics and capabilities of the present generation, which are different from those of the older generation, are needed. As such, in this research, with the new generation who work at the many corporations in China as the subjects, to empirically confirm the job satisfaction from the theoretical position, the relationship between job satisfaction and organizational immersion had been taken a look into. And, for a research on the special characteristics of Balinghou and Jiulinghou, by having their job satisfaction as the mediating variable, the mediating effect had been verified. To accomplish the purpose of the research, by utilizing the SPSS, the analyses of the reliabilities, the feasibilities, and the correlations and the hypothesis testing had been done. And, regarding the results of the hypothesis testing, it appeared that the occupational values that are possessed by the new generation in China had the influence an on the organization immersion. And the job satisfaction had played the mediating a role in the relationship between the authoritative values and the organizational immersion only. If I take a look at the practical meaning of the results of this research, I believe that there is a need to present an aggressive plan regarding the properties of the generation, including the consideration of the special characteristic of the high sense of accomplishment and the high desire for the self-development of the new generation employees in China, the presentation of the subdivided goals, the subdivision of the career experience development process so that the employees can understand and feel the growth processes within the organization, etc. In the end, I wish that it will become a help to the research on the level of the human resources management regarding the present generation in China. And I hope that the research on human resources management in China will be continued in the future.