家文化背景下员工和组织间类亲情交换与组织承诺的关系  

Relationship of Family-like Exchange Relationship and Organizational Commitment between Employees and Organization under the Background of Family Culture

作　　者：谭春平[1] 陈肖肖 王烨 TAN ChunPing;CHEN XiaoXiao;WANG Ye(School of Economics and Management,Lanzhou University of Technology,Lanzhou 730050;School of International Economics and Trade,Lanzhou University of Finance and Economics,Lanzhou 730101)

机构地区：[1]兰州理工大学经济管理学院,甘肃兰州730050 [2]兰州财经大学国际经济与贸易学院,甘肃兰州730101

出　　处：《财贸研究》2019年第4期98-110,共13页Finance and Trade Research

基　　金：国家自然科学基金项目"基于第四方物流的现代物流园区经营管理模式创新研究"(71640026);甘肃省哲学社会科学规划项目"甘肃物流园区管理模式向第四方物流转型研究"(14YB050)

摘　　要：中国传统家文化背景下,家族主义和泛家族主义使得亲情关系被推及至血缘之外的员工与组织的关系中,衍生出以需求法则为原则的类亲情交换关系。通过问卷调查获取526份样本数据,实证检验类亲情交换关系的影响因素,以及类亲情交换与组织承诺的关系。研究表明,家文化、需求、支持、信任、沟通对员工与组织间的类亲情交换关系具有积极影响,而利益对类亲情交换关系的影响不显著;类亲情交换关系有利于提升员工的感情承诺、理想承诺和规范承诺,而对经济承诺与机会承诺的促进作用不明显。In the context of Chinese traditional family culture,familism and pan-familism have led to the relationship between employees and organizations outside the blood relationship,and derived a family-like relationship based on the principle of demand.Questionnaire survey of 526 sample data in the paper empirically tests influence factors of family relationship exchange,and the relationship between family-like exchange and organizational commitment.Research shows that family culture,demand,support,trust,and communication have a positive impact on the family-like relationship between employees and organizations,and the impact of interest on family-like relationship is not significant.And family-like exchange relationship is conducive to enhancing employees′emotional commitment,ideal commitment and normative commitment,but has no obvious effect on promotion of employees′economic commitment and opportunity commitment.

关 键 词：家文化 类亲情交换关系 组织承诺 泛家族主义 中国本土化研究 

分 类 号：F246[经济管理—劳动经济]