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The identity-based explanation of affective commitment

机译：基于身份的情感承诺解释

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Purpose - Drawing on social identity and self-categorization theories and building on Meyer and Herscovitch's (2001) work on affective commitment, this study aimed to examine the relationship between organizational identification and affective commitment, and the relationships between these two variables and employees' attitude and behavior. Design/methodology/approach - Data were collected on-site from 158 automobile dealership employees in central China. Regression analysis and hierarchical linear modeling were used to analyze the survey data. Findings - Organizational identification was positively related to affective commitment. Affective commitment was negatively related to turnover intention and positively related to job performance. Affective commitment mediated the relationship between organizational identification and turnover intention, but did not mediate the relationship between organizational identification and job performance. Research limitations/implications - This study contributes to the literature by integrating organizational identification and affective commitment, the two distinct types of employees' organizational attachment. However, results should be cautioned with the limitations of the study. Practical implications - Managers can use employees' organizational identification to foster affective commitment since it leads to a variety of positive work attitudes and behavior. Social implications - Society as a whole may benefit by having more loyal and committed workforce in organisations. Originality/value - This study develops a model that aligns employee commitment and identification. Doing so answers the call for more efforts to integrate the two forms of organizational attachment in order to make more progress in this line of research.
机译：目的-利用社会认同和自我归类理论，并基于Meyer和Herscovitch（2001）关于情感承诺的工作，本研究旨在检验组织认同与情感承诺之间的关系，以及这两个变量与员工态度之间的关系。和行为。设计/方法/方法-数据是从华中地区158位汽车经销店员工现场收集的。使用回归分析和分层线性建模来分析调查数据。调查结果-组织认同与情感承诺正相关。情感承诺与离职意向呈负相关，与工作绩效呈正相关。情感承诺介导了组织认同与离职意向之间的关系，但并未介导组织认同与工作绩效之间的关系。研究局限性/含义-该研究通过整合组织识别和情感承诺（两种不同类型的员工组织依恋）为文献做出了贡献。但是，应注意研究的局限性。实际意义-经理可以使用员工的组织认同感来培养情感投入，因为这会导致各种积极的工作态度和行为。社会影响-通过在组织中拥有更多忠诚和忠诚的员工队伍，整个社会可能会受益。原创性/价值-这项研究建立了一个使员工的承诺和认同相一致的模型。这样做满足了为整合这两种组织依恋形式而付出更多努力的呼吁，以便在这一研究领域取得更多进展。

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