Residual affective commitment to organizations:Concept, causes and consequences

Heiko Breitsohl; Sascha Ruhle

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Residual affective commitment to organizations:Concept, causes and consequences

机译：对组织的残留情感承诺：概念，原因和后果

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Research on affective organizational commitment has largely been conceptually restricted by the temporal boundaries of organizational membership, while only few authors have addressed how individuals may commit to an organization before becoming members. Given that individual careers increasingly span across a greater number of organizations, this restriction limits our ability to capture how employees experience their workplaces throughout their careers. Addressing this gap, this article contributes to the literature on affective commitment by arguing that individuals may remain affectively committed to an organization after having left it. We extend the temporal structure of affective commitment beyond separation by introducing the concept of residual affective commitment, and present a model of how such commitment is formed. We elucidate the interplay between residual and current affective commitment, complementing research on organizational newcomers. Finally, we open up new avenues for research by discussing theoretical consequences of the introduction of residual commitment.

机译：在组织上，对情感组织承诺的研究在很大程度上受到组织成员资格的时间边界的限制，而只有极少的作者论述了个人在成为成员之前如何对组织做出承诺。鉴于个人职业越来越多地出现在越来越多的组织中，因此这种限制限制了我们掌握员工在整个职业生涯中如何体验工作场所的能力。为了弥补这一差距，本文通过论证个人离开组织后可能仍然对组织的情感投入，为有关情感投入的文献做出了贡献。通过引入剩余情感承诺的概念，我们将情感承诺的时间结构扩展到了分离之外，并提出了如何形成这种承诺的模型。我们阐明了剩余的情感承诺与当前的情感承诺之间的相互作用，以补充对组织新人的研究。最后，我们通过讨论引入剩余承诺的理论后果开辟了新的研究途径。

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来源
《Human Resource Management Review》 |2013年第2期|161-173|共13页
作者
Heiko Breitsohl; Sascha Ruhle;
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作者单位

Schumpeter School of Business and Economics, University of Wuppertal, Germany;

Schumpeter School of Business and Economics, University of Wuppertal, Germany;

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原文格式 PDF
正文语种 eng
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关键词
residual commitment; affective commitment; organizational commitment; workplace bonds;

机译：剩余承诺;情感承诺;组织承诺;工作场所的纽带;

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Residual affective commitment to organizations:Concept, causes and consequences

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