Assessment of the Effect of Organizational Support and Investment in Employee Development on Affective Commitment


  •  Kossivi Bodjrenou    
  •  Xu Ming    

Abstract

The purpose of this research is to identify factors and conditions that improve the affective commitment of employees so as to increase the chances of organizations to retain their employees. This research took the form of a multiple regression analysis and assessed the ability of Perceived Investment in Employee Development and Perceived Organizational Support to predict Affective Commitment controlling nationality. The Perceived Investment in Employee Development questionnaire, Perceived Organizational Support assessment tool, and Affective Commitment survey have been utilized as instruments to collect data and a nonprobability purposive sampling technique involving 250 full-time employees in the service industry in Shanghai was carried out.

It was observed that Perceived Investment in Employee Development and Perceived Organizational Support are significant predictors of Affective Commitment among various categories of employees that were distinguished in this study. It was found that employees welcome developmental programs where Perceived Organizational Support is high. It was suggested that endeavors to retain employees in China should not just implement observations made in Western countries but consider the socio-economic realties of the country so as to be effective. More light needs to be thrown on the predictors of Affective Commitment in China and this research recommended areas that require further investigations.



This work is licensed under a Creative Commons Attribution 4.0 License.
  • Issn(Print): 1913-9004
  • Issn(Onlne): 1913-9012
  • Started: 2008
  • Frequency: monthly

Journal Metrics

Google-based Impact Factor (2019): 14.58

h-index (February 2019): 54

i10-index (February 2019): 453

h5-index (February 2019): 26

h5-median(February 2019): 35

( The data was calculated based on Google Scholar Citations. Click Here to Learn More. )

Contact