An Empirical Study on New Generation Worker's Organizational Commitment, Motivation, Work Outcomes and HRM Strategic implications

Although organizational commitment is increasingly regarded as a vital work-related attitude of enhancing employee's psychological attachment to the organization, it has also precluded an in-depth examination of particular inputs and configurations to individual attitudes and behaviors in workplace. Drawing upon social exchange theory, a model of new generation worker's organizational commitment and its work outcomes in term of job satisfaction and turnover intention was developed and tested using a sample of 392 employees working in Pearl River Delta of China. This model predicts that individual's need for growth and existence, job characteristics (skill variety, task identity, task significance, autonomy, and feedback), and perception of organizational politics have direct effects on organizational commitment. Results show the social exchange variables are strong predictors of organizational commitment and work outcomes. Implications of these findings and directions for future research are provided.