A Dual Process Model of Organizational Commitment
A Dual Process Model of Organizational Commitment
复制标题
组织承诺的双重过程模型
DOI：
10.1177/0730888402029001005
复制
发表时间：
2002
影响因子：
2.9
通讯作者：
Shane R. Thye
中科院分区：
文献类型：
--
作者：
Jeongkoo Yoon;Shane R. Thye
作者提出并检验了一个新的组织承诺的双过程模型，该模型将组织实践和特定的工作特征与员工的情感和认知联系起来。反过来，情感反应和认知过程被理论化为组织承诺的近因。具体而言，该模型规定，整体工作满意度和组织支持的看法是关键的情感和认知过程，调动工作场所的承诺。从两个大型韩国组织（N = 2，443）抽取的员工样本的理论模型进行了估计。总体而言，结果为模型提供了有力的支持。研究发现，工作满意感和组织支持感通过独立的渠道来调节工作经历对组织承诺的影响。作者讨论了这些发现的影响，根据目前的理论和研究承诺。
The authors propose and test a new dual-process model of organizational commitment that connects organizational practices and specific job characteristics to the emotions and cognitions of employees. In turn, emotional reactions and cognitive processes are theorized to be the proximate cause of organizational commitment. Specifically, the model stipulates that overall job satisfaction and perceptions of organizational support are key emotional and cognitive processes that mobilize commitment in the workplace. The theoretical model was estimated with a sample of employees drawn from two large Korean organizations (N = 2,443). Overall, the results provide strong support for the model. The main findings are that feelings of job satisfaction and perceptions of organizational support operate through independent channels to mediate the impact of work experiences on organizational commitment. The authors discuss the implications of these findings in light of current theory and research on commitment.
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DOI：
--
发表时间：
2021
期刊：
影响因子：
--
作者：
Itatani Masaki;Fang Qing;Lagzi Istv?n;Nabika Hideki;秋山正和，石原（石田）すみれ，須志田隆道，芳賀永;齋藤正顕;関 隆宏
通讯作者：
関 隆宏