企业员工组织依恋的结构及其相关研究
发布时间：2019-06-16 18:18
【摘要】：组织依恋是员工对组织所产生的亲和性的认知和情感联系。组织依恋以发展心理学中的依恋概念为基础,对组织承诺、组织认同等描述员工——组织关系的传统组织行为学概念进行了扩展、深入和补充。本研究采用实证的方法,探讨了组织依恋的结构维度,组织公平对组织依恋的影响,组织依恋对员工工作绩效、离职意向的影响,以及积极情感在组织依恋对后果变量影响中的中介作用。结果发现： (1)组织依恋是一个四维的构念,具体包括：满意和积极期待、支持感知制度信任、价值内化。 (2)组织公平各维度对组织依恋均有正向的显著影响。 (3)组织依恋对工作绩效正向的显著影响；组织依恋对员工离职意愿有负向的显著影响。 (4)积极情感在组织依恋和工作绩效的关系中,起中介作用。 (5)不同职位级别、婚否、不同工作年限对组织依恋有显著的不同影响。
[Abstract]:Organizational attachment is the cognitive and emotional relationship between employees and their affinity to the organization. Organizational attachment is based on the concept of attachment in developmental psychology. The traditional concepts of organizational behavior, such as organizational commitment and organizational identity, which describe employee-organizational relationship, are extended, deeply and supplemented. This study uses empirical methods to explore the structural dimension of organizational attachment, the influence of organizational fairness on organizational attachment, the influence of organizational attachment on employee work performance, turnover intention, and the intermediary role of positive emotion in the influence of organizational attachment on consequence variables. The results show that: (1) organizational attachment is a four-dimensional construction, including satisfaction and positive expectation, support perceived institutional trust, value internalization. (2) all dimensions of organizational fairness have a positive effect on organizational attachment. (3) organizational attachment has a significant positive effect on job performance, and organizational attachment has a negative effect on employees' turnover intention. (4) positive emotion plays an intermediary role in the relationship between organizational attachment and job performance. (5) different position levels, marriage or not, and different working years have significant different effects on organizational attachment.
【学位授予单位】：暨南大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：C912.6
本文编号：2500727
[Abstract]:Organizational attachment is the cognitive and emotional relationship between employees and their affinity to the organization. Organizational attachment is based on the concept of attachment in developmental psychology. The traditional concepts of organizational behavior, such as organizational commitment and organizational identity, which describe employee-organizational relationship, are extended, deeply and supplemented. This study uses empirical methods to explore the structural dimension of organizational attachment, the influence of organizational fairness on organizational attachment, the influence of organizational attachment on employee work performance, turnover intention, and the intermediary role of positive emotion in the influence of organizational attachment on consequence variables. The results show that: (1) organizational attachment is a four-dimensional construction, including satisfaction and positive expectation, support perceived institutional trust, value internalization. (2) all dimensions of organizational fairness have a positive effect on organizational attachment. (3) organizational attachment has a significant positive effect on job performance, and organizational attachment has a negative effect on employees' turnover intention. (4) positive emotion plays an intermediary role in the relationship between organizational attachment and job performance. (5) different position levels, marriage or not, and different working years have significant different effects on organizational attachment.
【学位授予单位】：暨南大学
【学位级别】：硕士
【学位授予年份】：2011
【分类号】：C912.6
【引证文献】
相关硕士学位论文 前1条
1 凌珊珊;女性领导者印象管理与员工情感依附的关系研究[D];吉林大学;2012年
，本文编号：2500727
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