员工留职原因与组织承诺关系的实证研究被引量：4

An Empirical Study of the Relationship between Organizational Commitment and Reasons for Employees Stay in Position

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摘要根据Becker的“单边投入”理论,本研究将员工留职原因分为7类,分别是:他人的期望,自我实现的需要,经济回报,已有投入,生活便利,组织认同感,替代的工作机会。对调查数据的回归分析表明,7类留职原因对员工组织承诺的不同维度产生的影响不同。论文最后还讨论了研究结论对于企业人力资源管理实践的应用意义。 Based on Becker′s'Side-bet theory', this study concludes that there are 7 types of reasons for employees′ stay in position: expectations of others, desire for self demonstration, economic returns, existing investment, living convenience, organization involvement and lack of alternatives.Regression Analysis on the data of 428 usable questionnaires indicates that, affective commitment, continuous commitment and normative commitment had been effected by different types of'Staying Reasons'.Finally,this paper discusses the implications of research conclusions on human resource management.

作者王莉石金涛孙学敏

机构地区上海交通大学管理学院郑州大学商学院

出处《管理评论》 2007年第1期12-18,共7页 Management Review

关键词单边投入留职原因组织承诺

分类号 F272.92 [经济管理—企业管理]

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参考文献19

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二级参考文献53

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