摘要
针对组织承诺三因素模型被质疑的三种承诺与离职意愿的相关系数过高、情感承诺和规范承诺的高相关性和三个承诺的概念统一性问题进行分析后得出:强调个体与组织保持雇佣与被雇佣关系,将个体对离开组织这一具体行为的态度包含在将组织作为态度目标的模型中,是该模型被质疑问题的根源。此外,其概念的整合方式也不合理。将组织承诺中对具体行为的态度替换为一般性的行为意向,并与个体对组织的情感部分与认知部分一起组成标准态度观的组织承诺是更为合理的解决办法。
The three - factor model of organizational commitment is oppugned in that the corresponding coefficient of three kinds of commitment and turnover intention is too high, there is a high correlation between affective commitment and norm- ative commitment, and there is an issue of concept uniformity among three commitments. After analyzing the questions, we obtain the fact that emphasizing that individuals and organizations should keep a relation between employing and being em- ployed, and an attitude of an actual behavior for an individual to leave an organization should be included in the model with the organization as the attitude target is the origin why the model is oppugned. Moreover, the integrated approach of concepts is also unreasonable. Changing the attitude of specific behavior in three - factor model with general behavioral in- tentions and combining it with the affective and cognitive components of individual to make up a new model of organization- al commitment based on the standard attitude theory can be used as a more reasonable solution.
出处
《西安交通大学学报（社会科学版）》
CSSCI
北大核心
2012年第4期50-56,共7页
Journal of Xi'an Jiaotong University：Social Sciences
关键词
组织承诺
三因素模型
持续承诺
情感承诺
规范承诺
行为意向
离职意愿
organizational commitment
three - factor model
continuance commitment
affective commitment
normativecommitment
behavioral intention
turnover intention
