组织依恋的影响因素及其作用机理分析

发布时间：2018-05-06 08:18

  本文选题：依恋理论 + 组织依恋　； 参考：《四川大学学报(哲学社会科学版)》2017年02期

【摘要】：依恋理论最初来源于精神分析学,后由社会心理学家Hazan和Shaver将其运用于组织中,以研究不同的依恋类型对工作的影响,逐渐形成了当代西方学术界的一大研究热点——组织依恋。组织依恋是个体对所在组织的情感联结,表现为个体对组织的信赖感和归属感,以及个体要离开组织时对组织的留恋。员工对组织不同程度的依恋决定了组织依恋可分为安全型、焦虑型和回避型三种类型。我国情境中,领导风格、人际氛围、组织文化、组织投入和工作场所特征构成了组织依恋的五大影响因素,且上述五大影响因素对组织依恋类型具有相应的作用机理。
[Abstract]:Attachment theory was originally derived from psychoanalysis and then applied to organizations by social psychologists Hazan and Shaver to study the effects of different attachment types on work. It has gradually formed a major research hotspot in contemporary western academic circles-organizational attachment. Organizational attachment is the emotional connection of the individual to his organization, which is manifested by the individual's sense of trust and belonging to the organization, as well as the attachment to the organization when the individual wants to leave the organization. Employees' attachment to the organization can be divided into three types: safety type, anxiety type and avoidance type. In our country, leadership style, interpersonal atmosphere, organizational culture, organizational involvement and workplace characteristics constitute the five major influencing factors of organizational attachment, and these five influencing factors have the corresponding mechanism to the type of organizational attachment.
【作者单位】： 四川大学商学院;
【基金】：国家自然科学基金资助项目“企业员工工作疏离感影响因素、形成机制及干预策略实证研究”(71272210)
【分类号】：F272.92
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本文编号：1851510