摘要
金融危机变革环境下(如失业潮),员工的组织承诺容易降低。文章在工作再设计、心理授权与组织承诺之间构建模型,通过工作再设计和心理授权来影响变革中员工的组织承诺。共有15家企业共292位员工有效参与了问卷调查,假设检验的通过证明了:工作再设计对员工的组织承诺有显著影响。心理授权在工作再设计与组织承诺之间起中介作用。调查也证明了:工作再设计对员工的组织承诺影响中,外控型员工比内控型员工所受影响更为显著。
In a changing environment（just like unemployment in this global financial crisis）,employee commitment to an organization is easily disrupted.This study built up a framework explaining the relationship among work redesign,psychological empowerment and organizational commitment in a changing environment.292 employees of 15 companies took part in the questionnaire survey.Most of hypotheses were supported,indicating that work redesign had significant influence on employees＇ commitment to their organizations.Psychological empowerment played an intermediating role between work redesign and organizational commitment.Employees who have an external locus of control had a more significant positive impact on their commitment to organizations than those who have internal locus of control.
出处
《华东经济管理》
CSSCI
2010年第10期117-122,共6页
East China Economic Management
基金
教育部人文社会科学一般项目(08JC630069)
关键词
工作再设计
心理授权
组织承诺
控制点
work redesign
psychological empowerment
organizational commitment
locus of control
