企业雇员组织承诺周期模型研究

A Model on Employee’s Organizational Commitment Cycle: Development and Empirical Study

本文在32个组织、1453份问卷调查的基础上,阐释了两个重要问题:(1)服务年限对组织承诺水平有显著的影响;(2)组织承诺水平如何随着服务年限发生改变?先前的理论和实证研究是基于组织承诺水平随着雇员服务年限的变化而变化,在雇员刚刚进入组织时下降,尔后开始上升。然而,和现存的组织承诺发展理论相反,组织承诺周期理论揭示出雇员的组织承诺随其服务年限的增长表现出周期性变化,并且显著地划分为五个阶段:震荡期、认同期、稳定期、反刍期、固化期。研究结果对于提高雇员组织承诺和预防雇员离职具有重要的意义。

Using a sample of 1453 employee from 32 organizations, this study sheds light on two questions： （1） which tenure has the greatest impact on employees＇ organizational commitment level and （2） how does the significance of organizational commitment vary with tenure？ The previous theoretical and empirical research devoted to organizational commitment has been based the assumption that the level of organizational commitment develops with tenure displaying a rapid decrease after entry, followed later by a steady increase. However, contrary to the existing theory and past results, the model indicates that organizational commitment level with tenure displays a cycle change, and significantly predicts five stages： shock period; identication period; steady period; rumination period; entrenchment period. As a result, it is important for the organizations to improve the condition of employees＇ organizational commitment level and reduce employees＇ turnover.