摘要
构建一个组织承诺的形成机制模型,并通过对113位企业员工的问卷调查,应用结构方程分析和回归分析方法对模型进行了验证。结果显示,组织公平感不仅直接对组织承诺产生正向影响,还以组织支持感为中介产生间接的正向影响。而人—组织匹配对上述关系的调节作用只是部分成立。
The paper sets up a model about the developmental mechanism of Organizational Commitment （OC）. By the investigation on 113 employees, the paper cheeks up the rationality of the model using the methods of Structural Equation Model and Regression Analysis. The result shows that Organizational Justice not only has direct positive effect on OC, but also has indirect effect using Perceived Organizational Support as the mediating variable. But the moderating effect of Person - Organization Fit is just partly verified.
出处
《软科学》
CSSCI
2008年第11期114-118,共5页
Soft Science
基金
国家自然科学基金资助项目(7057203)
西北工业大学青年创新基金(W016215)
关键词
社会交换理论
组织承诺
组织支持感
组织公平感
人一组织匹配
social exchange theory
organization commitment
perceived organizational support
organizational justice
person - organization Fit
