组织承诺周期模型的构建及实证研究  

Model of the Cycle of Organizational Commitment Level: Its Development and Empirical Study

作　　者：韩翼[1] 廖建桥[1] 

机构地区：[1]华中科技大学管理学院

出　　处：《管理学报》2005年第4期459-465,共7页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(70072008)

摘　　要：组织承诺已经被学者们从不同的方面进行研究,但先前的理论和实证研究是基于组织承诺水平随着雇员服务年限的变化而变化,在雇员刚刚进入组织时下降,尔后开始上升。在职业周期理论的基础上,提出了组织承诺水平周期变化模型。为了检验组织承诺随着服务年限变化的情况,使用了跨时间系列研究。然而,和现存的组织承诺发展理论相反,组织承诺周期理论揭示出雇员的组织承诺随其服务年限的增长表现出周期性变化,并且显著地划分为5个阶段:震荡期、认同期、稳定期、反刍期、固化期。研究结果对于提高雇员组织承诺和预防雇员离职具有重要的意义。Organizational commitment has been measured by the scholars in various ways, but the previous theoretical or empirical research devoted to organizational commitment has been based on the assumption that the level of organizational commitment develops with tenure displaying a rapid decrease after entry the organization, followed later by a steady increase. On the basis of the career-cycle development literature, a cycle model of organizational commitment level was presented and the bar charts method used to examine changes in organizational commitment with tenure. In opposition to existing theories and results, the cycle model of organizational commitment level indicated that organizational commitment level with tenure displayed a cycle change, and significantly predicted five stages: shock, identification, steady, rumination and entrenchment periods. As a result, it is important for the organizations to improve the condition of employees' organizational commitment level and reduce employees' turnover.

关 键 词：组织承诺周期 感情承诺 持续承诺 规范承诺 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]