论文部分内容阅读
本文在系统地分析组织承诺概念的提出背景及其历史发展的基础之上,对组织承诺研究的各个方面进行了综合性的评述,并在有关方面提出了一些供今后研究继续探讨的有益观点。一是认为组织承诺的研究实质上就是关于“员工在组织内留用原因”的研究,所谓组织承诺研究中的“行为说”是有关学者对组织承诺概念理解的重大误区,偏离了组织承诺研究的方向和初衷;二是本文在分析前人关于组织承诺前因变量的基础上,提出了组织承诺前因变量的四个方面的内容:社会因素、组织因素、工作因素、个人因素,其中的“社会因素”是本文的独到之处;三是本文还从“员工留用原因”角度来分析,认为所谓的“主管承诺”可以看成是组织承诺概念范畴中一个维度,并非是和组织承诺相并列的概念范畴;四是对组织承诺的定义进行了剖析,并在前人的基础上提出了值得我们思考的一个新的定义。
Based on systematic analysis of the background and historical development of the concept of organizational commitment, this dissertation provides a comprehensive review of all aspects of organizational commitment research and puts forward some useful suggestions on the future research. The first is that the research on organizational commitment is essentially a study on why employees stay in the organization. The so-called “behavior theory” in the study of organizational commitment is a major misunderstanding about the concept of organizational commitment, Organizational commitment research direction and original intention; the second is based on the analysis of predecessors on organizational commitment antecedents, proposed four aspects of organizational commitment antecedents variables: social factors, organizational factors, work factors, personal factors , The “social factors” are the unique features of this article; third, this article also analyzes from the perspective of “employee retention reasons” that the so-called “executive commitment” can be regarded as the concept of organizational commitment One dimension is not the conceptual category that is tied with organizational commitment. The fourth is to analyze the definition of organizational commitment and put forward a new definition worthy of our consideration on the basis of the predecessors.