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Toward an integrative model of organizational commitment and identity: An empirical examination of a model linking these constructs.

机译：建立组织承诺和身份的集成模型：对链接这些构造的模型的实证研究。

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摘要

The organizational commitment and social identity literature present two important frameworks for understanding employee's behaviors and attitudes at work. Both have been used to explain similar outcomes, however, there is relatively little work examining how the two are related and how the two frameworks can be integrated. This paper represents the first formal attempt at empirically testing a model that integrates these two important literatures, as some important antecedents (i.e. dispositional factors such as need for organizational identification, positive and negative affectivity, and achievement orientation) and outcomes (i.e. satisfaction, performance, intent to stay in the organization, and psychological contract breach committed by the employee). Notably, this study incorporates the notion of psychological contract breach committed by the employee within the model. This aspect of the employee-employer relationship is generally overlooked by psychological contract literature. Results suggest that deep-structured organizational identity and organizational commitment are distinct constructs that can influence one another over time. This work also shows that dispositions can impact the types of identities formed early in employees careers suggesting that researchers should look beyond the situational factors generally examined in identity research. Deep-structured organizational identity and organizational commitment differentially predicted important organizational outcomes suggesting that identity may be more predictive of attitudinal outcomes in certain circumstances. Furthermore, psychological contract breach committed by the employee appeared to act similarly to a retaliatory or counterproductive work behavior.
机译：组织承诺和社会认同文献为理解员工的工作行为和态度提供了两个重要的框架。两者都已被用来解释相似的结果，但是，检验两者之间的相关性以及如何整合这两个框架的工作相对较少。本文代表了对这两个重要文献进行整合的模型的经验测试的首次正式尝试，这些模型包括一些重要的先行因素（例如，对组织认同的需求，积极和消极的情感以及成就取向等因素）和结果（即满意度，绩效） ，留在公司的意图以及员工实施的违反心理契约的行为）。值得注意的是，该研究纳入了模型中员工犯下的心理契约违约的概念。心理契约文献通常忽略了雇员-雇主关系的这一方面。结果表明，深层次的组织身份和组织承诺是不同的结构，可以随着时间的推移相互影响。这项工作还表明，性格可能会影响员工职业生涯早期形成的身份类型，这表明研究人员应该超越身份研究中通常考察的情境因素。深度结构化的组织认同和组织承诺对重要的组织成果有不同的预测，这表明认同在某些情况下可能更能代表态度成果。此外，员工犯下的心理契约违约行为似乎与报复性或适得其反的工作行为类似。

著录项

  • 作者

    Robbins, Jordan Mathew.;

  • 作者单位

    George Mason University.;

  • 授予单位 George Mason University.;
  • 学科 Psychology Behavioral.;Psychology Industrial.
  • 学位 Ph.D.
  • 年度 2011
  • 页码 168 p.
  • 总页数 168
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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