从社会交换的角度看组织认同的来源及效益

Antecedents and Consequences of Organizational Identification:A Social Exchange Perspective

从社会交换的角度探讨了组织认同的来源及效益。采用结构方程建模的方法,通过对398名企业个体的问卷调查所获取的数据进行分析,结果表明:(1)POS对组织认同和留职意愿有着直接的显著影响;同时,它通过组织认同的中介作用对个体的留职意愿、同事间利他行为、个人主动性、人际和谐和保护公司资源会产生间接的影响;(2)LMX对组织认同和留职意愿没有直接的显著影响;但它对同事间利他行为、个人主动性、人际和谐和保护公司资源有着直接的显著影响。

Introduction The last two decades have witnessed a surge in interest in organizational identification （OI）, which is viewed by some researchers as the sense of psychological connection or bond between an individual and an organization. Although OI is important, it remains theoretically underdeveloped and has received limited attention in China. This paper presents an empirical test of organizational identification from a social exchange perspective in an attempt to understand the nature, development, and consequences of organizational identification. Method The sample consisted of 398 employees from 32 firms. Structural equation modeling was used for data analysis. Results Results indicated that perceived organizational support （POS） had a significant impact on organizational identification and intention to remain. Further, organizational identification fully mediated the relationship between perceived organizational support and four organizational citizenship behaviors （altruism toward colleagues, conscientiousness, interpersonal harmony and protecting company resources）. Leader-member exchange （LMX） had no significant direct impact on organizational identification and intention to remain, but had an important impact on altruism toward colleagues, conscientiousness, interpersonal harmony and protecting company resources. Conclusions Perceived organizational support plays an important role in determining employees＇ organizational identification, work-related attitudes and behaviors. However, leader-member exchange has no significant direct impact on organizational identification and intention to remain, but it has an important influence on altruism toward colleagues, conscientiousness, interpersonal harmony, and protecting company resources. These effects and directions for future research are discussed.