Commitment to organizational change: Extension of a three-component model
Commitment to organizational change: Extension of a three-component model
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DOI：
10.1037/0021-9010.87.3.474
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发表时间：
2002-06-01
影响因子：
9.9
通讯作者：
Meyer, JP
中科院分区：
文献类型：
--
作者：
Herscovitch, L;Meyer, JP
进行了三项研究来测试工作场所承诺三要素模型（J. P. Meyer & N.J. Allen, 1991; J. P. Meyer& L. Herscovitch, 2001）在员工对组织变革的承诺的背景下的应用。研究 1 对 224 名大学生进行，为新开发的情感、持续性和规范性承诺变革量表的有效性提供了初步证据。研究 2 和 3 是由医院护士（分别为 157 名和 108 名）进行的，为三个变革承诺量表的有效性提供了进一步的支持，并证明 (a) 对变革的承诺比组织承诺更能预测变革的行为支持；(b) 对变革的情感和规范承诺比持续承诺与更高水平的支持相关；(c) 承诺的组成部分结合起来可以预测行为。
Three studies were conducted to test the application of a three-component model of workplace commitment (J. P. Meyer & N.J. Allen, 1991; J. P. Meyer& L. Herscovitch, 2001) in the context of employee commitment to organizational change. Study 1, conducted with 224 university students, provided preliminary evidence for the validity of newly developed Affective, Continuance, and Normative Commitment to Change Scales. Studies 2 and 3, conducted with hospital nurses (N = 157 and 108, respectively), provided further support for the validity of the three Commitment to Change Scales, and demonstrated that (a) commitment to a change is a better predictor of behavioral support for a change than is organizational commitment, (b) affective and normative commitment to a change are associated with higher levels of support than is continuance commitment, and (c) the components of commitment combine to predict behavior.