| 其他摘要 | Atpresent the enterprise is now facing a more complex domestic and international market environment. Together with the launch of labor employment laws and the constant enhancing right-protection awareness, they bring an unprecedented challenge to the managers. Meanwhile, the generation after 80s and 90s step into the workplace. They have distinct personal characteristics and mark of the times, and are playing positive or negative role in various industries. In this context, in order to maintain the core competence, enterprises strengthen the management of employees, give them more responsibility and require more. As a result, the psychological stress of the employees is intensified; their commitments are more dynamic and diversify. On the other hand, with the continuous development and maturity of China’s labor market, the employees are now facing more job opportunities. For the employees, an active labor market presents both challenges and opportunities. They have more multiple channels of career development meanwhile higher costs of job-hopping and demission which effect their job involvement and costs more time to establish a stable organization commitment, thus effect the efficiency and extent of their personally value realization. The 80s and 90s employees who have distinctive and different value, have much lower capability to handle psychological frustration than 70s employees. Under such background, it is practically significant to research the management trainees’ role stress and the relationship between their organization commitment and job involvement. This dissertation regards role stress which covers all psychological stress while working as both role conflict and role ambiguity. Organization commitment contains affective commitment, normative commitment, ideal commitment, economic commitment and choice commitment. According to previous research, organization commitment is mainly effected by organization and work. As a common problem in organization and work, the employees’ role stress will definitely influence their organization commitment. We could know from the previous research that organization commitment could effectively predict turnover intention, organization citizenship behavior, job satisfaction and job performance. This dissertation will focus on job involvement. By investigating management trainees’ role stress, organization commitment and job involvement, analyze the triadic relation. In-depth explore the moderation and mediate effect made by organization commitment on job involvement, in order to give specific management suggestions. Firstly, this dissertation reviews the previous research and proposes a theoretical relationship model contains role stress, organization commitment and job involvement. Secondly, based on the investigation date, analyze data by using SPSS, prove the research assumptions and then amend research model. Finally, the main conclusions are: （1）No evidence shows that there is much difference among different employees in the respect of either perceived organizational support or all the other dimensions; And the significant diversities of their role stress, organizational commitment and job involvement are also different; (2) There is a negative correlation between role stress and job involvement; (3)Organizational commitment bridges the effect of role stress and job involvement; (4) Perceived organizational support partly bridges the effect of role stress and organizational commitment;（5）The regulating effect of perceived organizational support between role stress and job involvement is significant. |
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