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组织承诺是员工愿意继续维持组织成员身份的一种态度或心理倾向,近年来广泛受到学者们的关注。然而对其分类却呈现出多元化的不同观点,这使得在研究问题上概念混乱,尤其是对于继续承诺概念及影响缺少足够的重视,导致无法对组织管理实践提供直观、明确的建议。本研究通过文献回顾和理论推演,基于动机理论,将组织承诺划分为积极的情感承诺和消极的继续承诺,并提出管理者应对员工的组织承诺进行科学的管理。
Organizational commitment is an attitude or psychological inclination of employees willing to continue to maintain the membership of the organization. In recent years, their commitment has been widely concerned by scholars. However, the disaggregation of taxonomies presents diversified and diverse perspectives. This makes the concepts confused on the research issues, especially the lack of sufficient attention to the concept and impact of continuing commitment, which makes it impossible to provide intuitive and definite advice on organizational management practices. Based on literature review and theoretical deduction, this study divides organizational commitment into positive emotional commitment and negative continuous commitment based on motivation theory, and puts forward that managers should carry out scientific management to employees’ organizational commitment.