基于多理论视角的个人-环境匹配、自我决定感与情感承诺研究

发布时间：2018-01-03 21:03

本文关键词：基于多理论视角的个人-环境匹配、自我决定感与情感承诺研究　出处：《管理学报》2016年06期 　论文类型：期刊论文

【摘要】：在已有相关研究的基础上,通过3种不同的匹配理论,分别构建了自我决定感在PO匹配、PG匹配和DA匹配影响情感承诺时发生中介作用的假设模型。采用追踪研究方法,基于对335名员工先后3次的问卷调查,着重辨析了3种匹配在影响情感承诺时的作用机制是否存在差异。研究结果发现,这3种匹配对情感承诺都有显著的正向预测作用,PO匹配的标准化回归系数最高;PO匹配对自我决定感各维度具有显著预测作用,PG匹配对关系需要维度具有显著预测作用,DA匹配对胜任需要维度具有显著预测作用;PO匹配主要直接影响情感承诺,DA匹配不仅直接影响情感承诺,也会通过自我决定感的胜任需要维度间接影响情感承诺,PG匹配完全通过关系需要维度间接影响情感承诺。
[Abstract]:On the basis of existing relevant research, through three different matching theories, we construct a self-decision in PO matching. The hypothesis that PG match and DA match affect emotional commitment is a hypothetical model. A tracking method is used based on a questionnaire survey of 335 employees. The results show that the three matching have significant positive predictive effect on affective commitment. The standardized regression coefficient of PO matching was the highest; PO match had significant predictive effect on each dimension of self-determination and PG match had significant predictive effect on relational need dimension. DA match had significant predictive effect on competency need dimension. PO matching mainly affects affective commitment directly. DA match not only directly affects affective commitment, but also indirectly affects emotional commitment through the dimension of competence and need of self-determination. PG matching affects affective commitment indirectly through the need dimension of relationship.
【作者单位】：中南财经政法大学公共管理学院;华中科技大学管理学院;
【基金】：国家自然科学基金资助重大项目(71232001);国家自然科学基金资助项目(71202176)
【分类号】：F272.92
【正文快照】： 1研究背景进入互联网时代,组织与员工之间的关系变得相对微妙,越来越多的理论及实践者认识到,基于工业时代背景的雇用型管理,已不太适应当下组织的变革和发展。人们不会再轻易地把自己固化在一个组织内,要提高员工的情感承诺,只能提升组织作为个人发展平台的吸引力。鉴于此,组

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