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论文编号：	124
作者编号：	2120051987
上传时间：	2007/6/22 22:51:31
中文题目：	组织承诺影响因素的实证研究
英文题目：	The Empirical Study on the Inf
指导老师：	杨斌
中文关键字：	所有制性质 组织承诺 组织支持
英文关键字：	Ownership Organizational Commi
中文摘要：	长期以来，“求稳拒变”都被认为是中国人的传统性格。但是，近年来各项调查结果表明，中国企业的员工流失率一直呈明显上升趋势。同时，不同所有制性质的企业有着不同的矛盾和发展趋势，导致员工离职/留职的原因有所不同。虽然正常的员工流失能够加快组织成员的新陈代谢，提高工作效率，但是过高的员工流失率（本文仅指员工的自愿流出），则会给企业带来很大的负面影响，包括招聘、培训成本增加、工作流程中断、员工士气低落、客户满意度低、企业声望下降等。正如法约尔所言，员工的不必要流动是管理不善的原因和后果，雇员的高流动是低效率的。 组织承诺概念自提出以来，一直被视为员工离职/留职最好的预测变量，也是组织忠诚度重要的衡量指标，因此本论文通过探索组织承诺的影响因素来研究中国企业员工离职率上升的原因。在此基础上，考虑到中国自改革开放以来，经历了国有企业改革、民营经济崛起以及外资的大量引进发展，并且不同所有制性质的企业有着不同的变化趋势，从而导致员工离职/留职的原因有所不同，因此本论文在探索出组织承诺影响因素的基础上，分析组织承诺在不同所有制性质的企业间是否存在显著差异，并试图解释差异产生的原因。 本研究首先通过对组织承诺相关文献的回顾，讨论了组织承诺的概念、维度和影响因素。在此基础上，结合社会交换理论(Social Exchange Theory)，提炼出组织承诺的几大影响因素：组织支持感（Perceived Organizational Support，POS）,领导-成员关系（Leader-Member Exchange，LMX）和人力资源实践(Human Resource Practice，HRP)，并分别讨论了各因素的概念、维度和测量方式。 在此基础上，本研究了构筑了实证的研究模型，提出POS对组织承诺的影响、LMX对组织承诺的影响、HRP对组织承诺的影响以及企业所有制性质对组织承诺的影响等四个基本假设，并通过问卷调查和实证分析，对这些假设进行验证。 通过实证分析，本研究发现，POS、LMX、HRP对情感承诺和内化都有显著影响，而对规范承诺和继续承诺则部分显著；情感承诺和规范承诺在不同的所有制性质的企业间存在显著差异，而内化和继续承诺两个维度则无显著差异。并且，造成这种差异的原因是由于各影响因素在不同所有制企业中的影响程度有所不同而致。 本研究的一个创新之处是在整合了组织承诺影响因素的基础上，分析了组织承诺在不同所有制性质企业间的差异，并试图分析这种差异产生的原因。但是，本研究没有考虑到各个影响因素本身的相关关系，而只是将其作为并列关系来研究其对组织承诺的影响，这是本文的一大不足之处。
英文摘要：	Traditionally, Chinese has been considered to pursue steadiness and reject changes. But according to various surveys these years, the rate of employee turnover in Chinese companies has been increasing. Although the normal employee turnover can accelerate metabolism in organizations, but if it goes too far, it will lead to increasing cost of recruiting and training, discontinuity of work process, low employee morale, low customer satisfaction and so on. Just as Henri Fayol has said, the unnecessary employee turnover is the reason and the result of poor management and it is inefficient. Since Organizational Commitment (OC) being brought forward, it has always been the best predicting variables of employee’s remaining and leaving, and the most important weighing index of employee’s loyalty. So this paper explores the influencing factors to the reason of the increasing employee turnover rate. Meanwhile, since the reform and opening, companies of different ownership have different changing trend which leads to different reason of employee’s remaining and leaving. So this paper will explore the influencing factors of OC and then analyze whether OC is different among companies of different ownership. First, this paper discusses the concept, dimensionality and influencing factors of the OC through reviewing relative literatures. Based on it and Social Exchange Theory, this paper puts forwards several influencing factors which are Perceived Organizational Support(POS), Leader-Member Exchange(LMX) and Human Resource Practice(HRP) ,and then discuss the concept, dimensionality and measurement of these factors separately. Based on it, this paper constructs the model of the empirical study and brings forward four hypotheses which are the impact of POS on OC, LMX on OC, HRP on OC and the ownership of company on OC. Then we take the questionnaire research and empirical study to validate these hypotheses. We find that POS, LMX, HRP has significant effect on Affective commitment (AC) and Internalization, but has no significant effect on Normative Commitment (NC) and Continuance Commitment (CC). There is a significant difference between companies of different ownership on AC and NC, but not on Internalization and CC. And the reason of the difference is that the extent of the effect is different between companies of different ownership. Based on the synthesis of the influencing factors, this paper analyzes the difference of OC between companies of ownership which is an innovation of this paper. However, this paper ignores the causality between these influencing factors themselves, but regards them as parataxis which is an obvious limitation.
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