组织承诺及其形成过程研究

本文在一系列研究的基础上,提出了在不同工作情景下对组织承诺研究的两种思路：一是在西方文化背景下,员工倾向于从离职角度考虑自己与企业的关系,特别关心离职损失和离职后的工作机会;二是在中国文化背景下,员工倾向于从留职角度考虑自己与企业的关系,关心现有工作的稳定性及企业发展前景。在此基础上,提出了一个基于社会交换理论的组织承诺形成过程模型。即员工首先将在企业内受到的支持与期望标准进行比较,再对比较的结果进行归因后,才能确定组织承诺的高低,而期望标准包括价值匹配、组织公平、社会比较等内容。

The Study of Organizational Commitment and Its Developmental Mechanism

On the basis of a serial studies, the results indicated that there were differences between Chinese employees and employees overseas. The employees overseas tended to consider the concept from a "leave" orientation, and concerned more about the costs of leaving and the alternative job after leaving. While Chinese employees tended to consider the concept from "stay" orientation, and concerned more about the stability of the current job and the developmental prospect of the organizations. Based on social exchange theory, a revised model of the developmental mechanism of organizational commitment was built on the basis of these results, including a person-organization fit model, an expectancy model, an organizational support model, an organizational justification model and an attribution model.