Career Experiences, Perceptions of Employment Practices, and Psychological Commitment to the Organization
Career Experiences, Perceptions of Employment Practices, and Psychological Commitment to the Organization
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职业经历、对就业实践的看法以及对组织的心理承诺
DOI：
10.1177/001872678904201102
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发表时间：
1989
期刊：
影响因子：
5.7
通讯作者：
S. Nollen
中科院分区：
文献类型：
--
作者：
K. Gaertner;S. Nollen
本文探讨了职业经历、对公司雇佣实践的看法和对公司的心理承诺之间的关系。心理承诺被定义为对组织目标和价值观的非工具性吸引和认同，不包括留在组织的倾向。结果表明，员工的看法，该组织的坚持以职业为导向的就业做法，包括内部流动性，就业保障，培训和发展，更强烈地相关的心理承诺比其他特征的工作环境，包括参与，监督关系，和工具的沟通。结果进行了讨论，在内部劳动力市场的就业实践。
The relationships among career experiences, perceptions of company employment practices, and psychological commitment to the firm are explored in this paper. Psychological commitment is defined as non-instrumental attraction to and identification with the goals and values of the organization, excluding propensity to stay in the organization. Results show that employee perceptions of the organization's adherence to career-oriented employment practices, including internal mobility, employment security, and training and development, are more strongly related to psychological commitment than other characteristics of the work context, including participation, supervisory relations, and instrumental communication. Results are discussed in terms of internal labor market employment practices.