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组织身份的不同内涵,要求和影响着员工的不同行为。然而,一个组织常常表现出不同类型的组织身份,导致了员工行为的混乱——无效行为。已有研究表明,如果组织不同身份的同一性程度高,则员工行为的有效性程度也高。但是,这两者之间关联的内在机理是什么,尚无定论。以员工知觉到的组织身份和他们期望的组织身份的同一性为例,通过对42家企业426名员工的实证分析表明,组织身份的同一性程度越高,员工的行为就越有效,组织承诺中的情感承诺和规范承诺起着完全中介作用,而连续承诺不起中介作用。
The different connotations of organizational identities require and influence the different behaviors of employees. However, an organization often exhibits different types of organizational identities, leading to confusion in employee behavior - ineffective behavior. Studies have shown that the high degree of identity of different identities in organizations can make staff behaviors more effective. However, what is the intrinsic mechanism of the correlation between the two is inconclusive. Taking the identities of employees’ perceived organizational identities and their expected organizational identities as an example, an empirical analysis of 426 employees in 42 enterprises shows that the higher the identities of organizational identities, the more effective the employee behaviors and the organizational commitment In the emotional commitment and normative commitment play a complete intermediary role, while the continuous commitment can not afford an intermediary role.