组织文化认同对组织承诺的影响路径研究  

Research on the Influence Mechanism of Organizational Culture Identity on Organizational Commitment

作　　者：韩丹[1] 王磊[1] 

机构地区：[1]陕西师范大学商学院,陕西西安710119

出　　处：《西安石油大学学报（社会科学版）》2015年第5期49-55,70,共8页Journal of Xi’an Shiyou University:Social Science Edition

基　　金：国家社会科学基金项目(12CJL032);陕西师范大学研究生教育教学改革研究项目(GERP-13-19);陕西师范大学中央高校基本科研业务费专项资金项目(10SZYB26)

摘　　要：在构建组织文化认同对组织承诺结构模型的基础上,通过问卷调查对其作用机制进行实证分析。结果发现:组织文化认同包含组织认知和组织情感两个层面,组织承诺则包含持续承诺、理想承诺和情感承诺三种不同的类型。其中,组织文化认同对情感承诺、理想承诺具有显著的正向影响,而对持续承诺作用不显著。因此,组织可以通过提高文化认同度来提高员工组织承诺,以保持内部员工的稳定。Based on the construction of structure model about the influence of organizational culture identity on the organizational commitment,the empirical analysis of its influencing mechanism was carried out through the questionnaire. It is found out that organizational culture identity includes two levels of organization cognition and organization emotion,while organizational commitment consists of three different types： sustainable commitment,ideal commitment,and affective commitment. Among them,organizational cultural identity has a remarkably positive effect on the affective commitment and ideal commitment,but has no significant effect on sustainable commitment. Thus organizations can improve organizational commitment by improving cultural identity in order to keep the internal staff stability.

关 键 词：文化认同 组织承诺 情感承诺 理想承诺 规范承诺 持续承诺 

分 类 号：F272.90[经济管理—企业管理]