The Influence of High Involvement Work System on Organizational Commitment of New Generation Employees: The Roles of The Sense of Work Gain and Family Support

In the era of digital economy, human capital is an important factor in building the core competitiveness of enterprises. However, the problem of frequent turnover, high turnover rate and low employee loyalty has been widely concerned. How to effectively attract, manage and ensure the maximum value of the new generation of employees in the enterprise is an urgent problem to be solved in today's enterprise human resources management. Based on the theory of social exchange and resource conservation, this paper takes 457 new generation employees as the research object to explore the influence of high involvement work system on employees’ organizational commitment, and to analyze the mediating effect of the sense of work gain and the moderating effect of family support. The results show that high involvement system has a significant positive impact on employee's affective commitment, continuance commitment and normative commitment, but has the least impact on employee's continuance commitment. Employee's sense of work gain fully mediates the relationship between the high involvement system and their organizational commitment; family support positively moderates the relationship between high involvement work system and sense of work gain, and further moderates the mediating effect of sense of work gain. That is, the higher the level of family support, the stronger the positive impact of high involvement work system on sense of work gain, and the stronger the mediating effect of sense of work gain in high involvement work system and employee's emotional commitment, continuous commitment and normative commitment.