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论文编号：	5428
作者编号：	2120112505
上传时间：	2013/6/7 20:55:08
中文题目：	组织认同-组织承诺背离现象的作用机制与应对策略研究
英文题目：	Mechanism After the Organizational Identify-Organizational Promise-Deviation Phenomenon and Corresponding Strategy
指导老师：	杨斌
中文关键字：	组织认同;组织承诺;认同-承诺背离;工作吸引力;团队人际关系
英文关键字：	Organizational identification;Organizational commitment;Identify-promise-deviation;Work attractiveness;Team relationship
中文摘要：	知识经济的背景下，企业为了能够维持竞争优势，相比以前更加看重人才，员工作为企业主体的地位得到空前提升，对工作选择的考虑也更加全面。组织认同和组织承诺是决定员工是否认可组织、愿意为其付出的重要衡量指标，且通常认为两者是一致的，即高认同必定高承诺。 但通过百度等公司的案例发现，现实中两者存在背离现象，而学术界对此问题尚无深入研究。以往研究主要集中在组织认同及组织承诺的概念、维度界定、测量、前因及结果变量等，实证研究较多，逻辑推演较少。并且研究也是分别进行，组织认同和组织承诺的对比研究只进行了概念上的界定，以及少量的实证，并没有进行系统的论证。 所以本文通过对前人研究进行梳理，在阅读大量文献的基础上，对组织认同及组织承诺的区别进行梳理，并选取存在认同-承诺背离现象的典型对象进行探索性访谈，从而确定工作吸引力及团队人际关系这两类重要影响维度，并深入分析这两者在认同-承诺背离现象中的作用机制。其中工作吸引力维度分为人-岗匹配、人-组织匹配，与员工个体的付出-回报对等两方面；团队人际关系又分为领导-成员关系以及成员间关系两类。两个维度共同影响组织认同与组织承诺是否能够保持一致。 通过对两个维度行分析，笔者进一步提出认同-背离的形成过程模型以及认同-承诺的动态整合模型，发现其中引发背离现象的关键作用点，描述问题产生原因，并对此提出改进措施，为组织干预提供相应支持。
英文摘要：	In the knowledge-based economy, to maintain competitive advantage, enterprises value their talents more than ever. As the business entity, staff’s status is enhanced and they start to consider more when choosing jobs. Organizational identification and organizational commitment are the two important indexes which determined whether the staff would recognize the organization and be willing to devote to it. Usually, we can believe that organizational identification and organizational commitment are unanimous - high organizational identification means high organizational commitment. However, same cases (e.g. Baidu.ltd) show us that in reality, the conclusion above cannot be guaranteed and in scholar circle, there are no further researches in this topic yet. Previous researches mainly focus on the concept, dimensions, measurement, causes and outcome variable of organizational identification and organizational commitment. Most of them were empirical studies and lack of logical deductions. Furthermore, comparison studies between two concepts limited on conception level, without systematic demonstration. By reviewing previous research, this paper discussed the difference between organizational identification and organizational commitment and did some exploratory interview with the selected typical objective in which exist identify-promise-deviation phenomenon. And then, it pointed out two important dimensions-job attraction and team interaction and deeply analyzed their function mechanism in identify-promise-deviation phenomenon. Further, dimension job attraction involves individual-position match, individual-organization match and individual ROI; team interaction involves leader-member relationship and inter-members relationship. These two dimensions together influence result whether the organizational identification and organizational commitment could keep their consistency. After the above analyze, the author proposed identify-deviation form process model and identity-promise dynamic integrate model and found out the key factor which causes the deviation phenomenon. Also, this paper discussed the cause, proposed corrective resolution and provided relevant support for the organization intervention.
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