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首页> 外文期刊>Journal of advances in management research >The interdependence between the extended organizational commitment model and the self-determination theory
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The interdependence between the extended organizational commitment model and the self-determination theory

机译：扩展的组织承诺模型与自决理论之间的相互依赖性

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Purpose - The purpose of this paper is to discover the relationship between the extended organizational commitment model (EOCM) and self-determination theory (SDT). The author shows that specific dimensions of commitment can be associated with the forms of regulation and motivation. Design/methodology/approach - Using literature analysis, the author sets the theoretical relationships between commitment and regulation (and motivation). The interrelated relationships are illustrated qualitatively by presenting case studies. Findings - Like the regulation-based motivation scale, the dimensions of organizational commitment (OC) can be sorted and combined with regulation and motivation. The emotional-based OC dimensions (normative commitment as a sense of indebtedness (NC:HiSoI); normative commitment as a moral duty (NC:HiMD); affective commitment (AC)) are influenced by regulation and motivation. In the case of cost-based OC dimensions (deliberate commitment (DC); continuance commitment as a low perceived alternatives (CC:LoAlt); continuance commitment as high sacrifice (CC:HiSac)), the leaders' motivational strategies are driven by their perceives of the employees' OC. Commitment dimensions stemming from a degree of necessity are linked to lower levels of regulation, while commitment dimensions stemming from internal conviction are linked to the higher levels of regulation. Research limitations/implications - The results also must be proved by quantitative researches later. The model presented in this study primarily supports the theoretical understanding of relationships, so its validity should be tested in different cultures, professions or employees with different qualifications and personalities in the future. Practical implications - Significant resources can be saved for an organization if managers do not want to increase OC in general, rather only its one dimension, depending on the situation and goals, or if managers form their employees' commitment profiles in a smaller team severally. However, in other cases, the employees' commitment profiles set the useable motivational strategies, which call into question the suitability of universal motivation systems. Social implications - From the point of view of employees, the synergy between regulation (and motivation) and OC contributes to the improvement of their psychological well-being and means more efficient use of resources for organizations. Originality/value - The study shows the hierarchy of dimensions of the EOCM and its relationship with regulations in the SDT.
机译：目的-本文的目的是发现扩展的组织承诺模型（EOCM）与自决理论（SDT）之间的关系。作者表明，承诺的具体方面可以与监管和动机的形式相关联。设计/方法/方法-使用文献分析，作者设定承诺与法规（和动机）之间的理论关系。通过案例研究定性地说明了相互关联的关系。发现-与基于法规的激励量表一样，可以对组织承诺（OC）的维度进行分类，并与法规和激励相结合。基于情绪的OC维度（作为一种负债感的规范承诺（NC：HiSoI）;作为一种道德义务的规范承诺（NC：HiMD）;情感承诺（AC））受法规和动机的影响。在基于成本的OC维度（故意承诺（DC）;持续承诺是低感知替代品（CC：LoAlt）;持续承诺是高牺牲品（CC：HiSac））的情况下，领导者的激励策略受他们的驱动感知员工的OC。源于某种程度必要性的承诺维度与较低级别的法规相关，而源于内部信念的承诺维度与较高级别的法规相关。研究局限性/含义-以后还必须通过定量研究证明结果。本研究中提出的模型主要支持对关系的理论理解，因此将来应在不同文化，职业或具有不同资格和个性的员工中测试其有效性。实际意义-如果经理不想根据情况和目标而只总体上增加OC，或者如果经理不想分别在一个较小的团队中形成其员工的承诺概况，则可以为组织节省大量资源。但是，在其他情况下，员工的承诺档案会设置可用的激励策略，这对通用激励系统的适用性提出了质疑。社会影响-从员工的角度来看，法规（和激励）与OC之间的协同作用有助于改善他们的心理健康，并意味着更有效地利用组织资源。原创性/价值-研究显示了EOCM的维度层次结构及其与SDT中法规的关系。

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