摘要
组织认同是个体源于组织成员身份的一种自我构念,它与组织认定、组织承诺等概念存在显著差异。文章阐述了组织认同基础理论的三种主要观点,对比了差异论、资源论和信息论的研究视角和相互关系。文章着重说明了组织认同的测量工具,分析了组织层面和个人层面的前因变量,以及组织认同对离职意愿等结果变量的影响。文章最后指出今后有必要对扩展定义、影响因素和国家文化差异等方面进行探讨。
Organizational identification (OLD) is an individual's perception of himself deriving from his knowledge of his membership of a particular organization. It differs markedly from other concepts of organization behavior research such as organizational identity (OI) and organizational commitment (OC). This paper reviewed three principal theories of OlD: difference theory, resource theory and information theory. It compared their findings and discusses the relationship between them. Furthermore, it focused on introducing ways of measuring OID and on antecedents at the level of both organization and individual, and it investigated the possible consequences of OID for relevant variables such as a "tendency to leave". Finally the paper pointed to several areas for future research, such as how the definition of OID might be expanded, antecedents and cultural differences.
出处
《心理科学进展》
CSSCI
CSCD
北大核心
2007年第6期948-955,共8页
Advances in Psychological Science
基金
国家自然科学基金资助项目(70602027
70402001)
关键词
组织认同
自我构念
前因变量
结果变量
organizational identification, individual's perception, antecedents, consequences