国务院于 2015 年开始实施的制造强国战略第一个十年的行动纲领—《中国 制造 2025》，说明国家越来越重视制造业的发展，浙江省作为制造大省，虽然领 先于全国大部分省市，但是仍然存在很多问题面临多重困境，尤其对浙江中小制 造企业来说，融资困难、产业转型、人才紧缺等正在牵制企业的发展。由于中小 制造企业尚未形成成熟规范的管理体系，公司的规模相对较小，加之制造企业的 工作内容和特性，导致企业基层的人员流动率较高，组织忠诚度不高的局面，这 些后果会对组织绩效和企业竞争力带来负面影响。而八五年以后出生的新生代员 工作为企业当中的新兴力量，无疑对企业的转型升级产生重要影响。 因此在当前的背景下，本文将研究范围划定在浙江省域的中小制造企业，研 究企业提供的组织支持（Organizational Support，OS）是否会对新生代员工的情 感承诺（Affective Commitment，AC）产生影响，其中新生代员工的组织认同 （Organizational Identification，OI）是否在 OS 和 AC 之间起到中介效应。 为了研究三者之间的关系，本文首先筛选并收集到了 60 份领导问卷和 323 份对应的新生代员工问卷，并将领导与其下属用独立的 ID 联系配对，平均每位 领导对应 5 名左右的新生代员工，被试均来自于浙江省中小制造企业。然后对量 表进行信度、效度检验和共同方法检验，确定量表的有效性和一致性等。 实证研究结果证明：OS 的确会正向影响 AC，新生代员工对组织的认同感在 两者之间起到中介的作用，即组织提供支持，通过新生代员工产生的组织认同感， 进而影响 AC。并且，OI 在组织支持的各维度和 AC 之间都起到了跨层次的中介 作用，即 OI 分别在上级工具性支持、上级情感性支持、同事工具性支持与新生 代员工情感承诺之间起到了跨层次的部分中介作用。其中，比起工具性支持，上 级的情感性支持更能够通过 OI 加深新生代员工的情感承诺，同事的工具性支持 与其他两种组织组织形式一样也对新生代员工的情感承诺也起到了相似的影响， 但是前提可能需要新生代员工首先对组织产生认同感，这样他们才会进一步增强II 对组织的情感承诺。 关键词：新生代员工；浙江中小制造企业；组织支持；组织认同；情感承诺III ORGANIZAW GENTIONAL SUPPORT'S INFLUENCE ON AFFECTIVE COMMITMENT OF NEERATION STAFF IN MANUFACTURE INDUSTRY ABSTRACT The state council in 2015 began to implement the strategyof manufacturing action — made in China 2025, which shows that China pays more and more attention to the development of manufacturing industry. As an advanced province of manufacturing, Zhejiang province, though, play a leading role among most provinces and cities, there arestill manyproblems andmultipledifficulties,especiallyforsmall andmedium-sized manufacturing enterprises in Zhejiang, financing difficulties, industrial transformation, talent shortage is to enterprise's development. Small and medium-sized manufacturing enterprises have not yet formed a mature and standard management system, their scale is relatively small, and the work content and characteristics of manufacturing enterprises have led to a situation of high turnover rate of employees at the grassroots level and low organizational loyalty. These consequences will bring negative impacts on organizational performance and corporate competitiveness.As an emerging force in the enterprise, the new generation of employees undoubtedly has an important impact on the enterprise's transformation and upgrading. Therefore, in the current context, this paper will study whether the organizational support (OS) provided by small and medium-sized manufacturing enterprises in Zhejiang Province will have an impact on Employee'sAffective Commitment (AC，in terms of new generation from 1985 to 1997), and whether their organizational identification (OI) plays a mediating role between OS andAC. In order to study the relationship between the three, 60 leadership questionnaires and 323 corresponding employee questionnaires were screened and collected, and leaders and their subordinates were paired with independent ID. Each leader corresponded to about 5 employees on average. The subjects were all from small andIV medium-sized manufacturing enterprises in Zhejiang Province. Then the reliability and validity of the scale were tested and the common method was tested to determine the validity and consistency of the scale. After reading a lot of literature and conducting empirical research, we can draw the following conclusions: OS does have a positive impact on AC. Employee' s organizational identity plays a mediating role between the two, that is, organizational support,organizationalidentitygeneratedbyemployees,andthenaffectsAC.Moreover, OI plays a part of cross-level intermediary role between various dimensions of organizational support andAC, that is, OI plays a part of cross-level intermediary role between superior instrumental support, superior emotional support, colleague instrumental support and employee emotional commitment. KEYWORDS：newgenerationemployee；medium-sizedmanufacturingenterprises in Zhejiang; organizational support; affective commitment; organizational commitmentV 目 录 摘要....................................................................................................................I ABSTRACT........................................................................................................III 目 录....................................................................................................................V 一、绪论...............................................................................................................1 （一）研究背景...........................................................................................1 （二）研究意义...........................................................................................4 1.研究的现实意义................................................................................ 4 2.研究的理论意义................................................................................ 4 （三）研究内容和框架...............................................................................5 1.研究内容............................................................................................ 5 2.研究框架............................................................................................ 6 3.技术路线............................................................................................ 7 二、文献综述.......................................................................................................8 （一）新生代员工.......................................................................................8 1.新生代员工的概念............................................................................ 8 2.新生代员工群体的特征....................................................................9 （二）组织支持......................................................................................... 11 1.组织支持的概念.............................................................................. 11 2.组织支持的结构和维度..................................................................12 3.组织支持的相关研究......................................................................14 （三）情感承诺.........................................................................................15 1.组织承诺和情感承诺......................................................................15 2.情感承诺概念的内涵......................................................................16 3.情感承诺的测量.............................................................................. 16 4.情感承诺的相关研究......................................................................17 （四）员工组织认同.................................................................................19VI 1.组织认同的理论基础和概念.......................................................... 19 2.组织认同的维度和测量..................................................................19 3.组织认同的相关研究......................................................................20 （五）文献述评.........................................................................................21 三、研究假设和模型构建.................................................................................23 （一）研究假设.............................................................