组织承诺组合与员工建言行为关系的实证研究

Organizational Commitment Profile and Employees' Voice Behavior:An Empirical Study

承诺组合的方法突破了以往组织承诺研究以单个成分为中心、孤立分析其前因后果的思路,开始以整体观的视角思考各成分的交互作用。本文以建言作为结果变量,通过对组织承诺三基础构成的八个承诺组合进行均值比较,证实了情感承诺是产生建言行为最主要的正面驱动力量。另外,对于持续承诺和规范承诺而言,承诺的背景很重要:持续承诺在一般情况下对员工建言行为具有负向影响,但在"低情感—低规范"背景下,只有高持续承诺才能引起较高的建言行为;而规范承诺在一般情况下对员工建言行为具有正向影响,但在"低情感—高持续"背景下,高规范承诺反而会降低建言行为的产生。

Previous researches have been largely variable-centered, looking at the antecedents and consequences of each commitment component separately. The idea of ＂commitment profile＂ made a breakthrough and allowed researchers began to investigate the interaction effect form integrative perspective. This study conducted profile analysis concerning the combined effects of the three components of organizational commitment on voice behavior. Eight clusters were formed using median splits. The results indicated that affective commitment was the primary positive driver of voice behavior. As for the influence of continuance commitment and normative commitment, the context was important： continuance commitment had negative impact on voice behavior in most cases, but had positive effect in the context of ＂low affective commitmentm-low normative commitment＂ ; normative commitment had positive impact on voice behavior in most cases, but had negative effect in the context of ＂low affeetive commitmentm-high continuance commitment＂.