承诺型管理实践与员工角色外行为探讨

承诺型人力资源管理实践注重发展组织和员工之间的长期交换关系,与员工角色外行为有着密切联系。文章引入组织支持感知这一心理因素,基于这一新视角探讨了承诺型人力资源管理实践对员工角色外行为的作用机制,以及在我国转型经济和特定文化背景下该问题的理论与现实意义。     

共享型领导对员工忠诚度的影响：组织承诺的中介作用

本文对共享型领导和员工忠诚度之间的关系以及组织承诺在其中的作用机制进行探究,着重研究共享领导的团队协作和绩效期望两个维度,将组织承诺划分为情感承诺、规范承诺、持续承诺三个维度。研究采用问卷法,共回收150份有效问卷,利用SPSS数据分析法对问卷结果进行分析。研究结果表明：（1）共享型领导对员工忠诚度有正向作用;（2）共享型领导对组织承诺有正向作用;（3）组织承诺在共享型领导对员工忠诚度的正向作用中起中介作用。     

内部营销、交换意识对员工组织承诺的影响

组织承诺是员工经过较长时间的体验而缓慢形成的、较为稳定的一种态度或行为倾向.内部营销将员工视作企业的内部顾客,以员工满意为核心,通过营造各种体验来刺激企业员工反馈形成一定程度的组织承诺.两者关系及调节因素尚缺乏研究,文章以员工交换意识为中介,对此进行探讨,研究结果显示内部营销体验对持不同交换意识的员工会产生不同的组织承诺类型.     

责任型领导对隐性知识共享意愿的影响研究——员工组织承诺和主动性人格的作用

作为一种战略资源,隐性知识已成为影响当下企业竞争优势地位的重要因素。文章基于社会交换理论和个体—环境匹配理论,以组织承诺为中介变量,主动性人格为调节变量,构建了责任型领导对员工隐性知识共享意愿的影响模型。结果表明,责任型领导对员工隐性知识共享意愿具有显著正向影响;员工组织承诺在二者的关系间发挥了部分中介作用;员工的主动性人格正向调节了责任型领导对员工隐性知识共享意愿的积极作用。该研究结论为企业提高员工间隐性知识共享、增强自身竞争能力提供了一定参考。     

组织承诺与员工绩效的实证研究

本文运用组织承诺结构的五因素模型,对组织承诺与员工绩效进行了调查研究,定量描述了他们之间的关系,从组织承诺的角度,提出了改进员工绩效的对策。     

90后员工工作满意度、组织承诺与离职意向关系研究

本文主要针对90后员工工作满意度与离职意向关系的研究,并探讨了组织承诺的中介作用。研究发现90后员工工作满意度对离职意向具有良好的预测作用,组织承诺在两者中间承担着部分中介的作用。     

组织承诺对绩效影响初探

文章从组织承诺对员工与组织绩效影响角度分析了组织承诺的研究状况,分别从组织承诺的内涵、对员工与组织行为表现影响、影响因素等几个方面进行了探讨,提出了以组织承诺改善绩效的途径及后续研究的建议。     

心理所有权如何影响员工组织公民行为——组织认同与组织承诺作用的比较

已有文献主要集中于心理所有权与员工组织公民行为的关系研究,而对两者间的中介变量研究很少。文章试图研究员工心理所有权对组织公民行为的作用机制,尤其是研究比较组织承诺和组织认同在其中的中介作用。通过544个有效样本,我们验证了心理所有权、组织承诺与组织认同是不同的心理构念。研究结果表明,心理所有权与组织公民行为显著正相关。组织承诺、组织认同是心理所有权与组织公民行为的中介变量,其中组织承诺在心理所有权与组织公民行为之间起部分中介作用,组织认同在心理所有权与组织公民行为之间起完全中介作用。      

个人组织价值观匹配对组织承诺的影响——不同所有制企业的差异

近几年来,个人组织匹配(person-organizationfit)越来越受到组织研究者的关注,国外研究证实了个人组织匹配会对组织承诺、员工满意度等个人行为产生积极的影响。然而对于我国这样一个经济环境相对复杂的国家来说,在解释员工行为的时候,需要考虑企业所有制的差异对员工行为造成的影响。本文通过对不同所有制企业中管理者个人与组织价值观的匹配程度对组织承诺影响的对比研究,探讨企业所有制形式不同而造成的企业文化差异,及这种差异对管理者的组织承诺的影响。     

绩效工资满意度对组织承诺的影响研究

提升员工的组织承诺水平有助于组织可持续发展,绩效工资被认为对员工动机有激励作用,绩效工资满意度量表是检验组织推行绩效工资效果的重要工具。首先,本研究根据目标管理和质量管理的逻辑将绩效工资满意度分为目标设定参与政治性、绩效考核政治性、绩效工资感知三个维度。其次,运用社会交换理论分析了绩效工资满意度对组织承诺的预测。研究结果表明,绩效工资满意度能够显著增强公立高校教师的组织承诺水平。     

国有企业员工编制身份与组织承诺——内在薪酬感知的调节作用

国有企业作为社会经济发展的奠基石,肩负着艰巨的历史使命和现实重任,而国有企业员工作为企业发展的第一要素,员工组织承诺对企业的发展具有十分重要的影响。文章从身份视角切入,基于社会认同威胁理论,探讨员工编制身份如何影响组织承诺,以及这一影响过程是否受内在薪酬感知的调节作用。281份有效问卷的研究结果表明：员工编制身份对组织承诺有正向影响;内在薪酬感知在“编制身份-组织承诺”关系中部分起负向调节作用,即内在薪酬感知能够部分减少“双轨制”带来的员工价值认同、回报以及继续留在组织意愿的差距。内在薪酬感知的具体调节作用存在差异,即内在薪酬管理并不如预想中有效。文章对国有企业雇佣制度的理论研究和管理实践具有一定的启示意义。     

Owner Commitment and Relational Governance in the Privately-Held Firm: An Empirical Study

This paper examines owner commitment and relational governance in the privately-held firm. The proposed model goes beyond agency theory to include research on organization commitment and organization citizenship behaviors, as well as stewardship theory, organizational social capital theory, social identity theory and social exchange theory. Results support predictions of stewardship theory and organizational social capital theory that owner commitment and firm performance are positively related.      

工资集体协商对劳资关系气氛的影响

随着我国民营经济的发展,劳资关系由政府部门的行政调控为主转变成市场调节为主,作为一种劳资力量平衡及平等对话的机制,工资集体协商引起了政府、企业和学术界的广泛关注。基于对武汉市部分民营企业的调查,发现实质性工资集体协商可显著提升员工的组织承诺、工会承诺及双组织承诺,与积极劳资关系气氛中度正相关;而形式化工资集体协商显著降低员工的工会承诺及双组织承诺,与消极劳资关系气氛高度正相关;双组织承诺在工资集体协商与劳资关系气氛之间起部分中介作用。     

人力资源管理实践:员工承诺管理

员工承诺一直是人力资源管理与组织行为备受关注的领域。对员工承诺的权变效应、承诺类型以及人 力资源管理实践与员工承诺的关系进行总结,在此基础上分析员工承诺研究的发展趋势,使人力资源管理在 员工承诺管理方面发挥作用。     

Transformational leadership and R&D workers' multiple commitments: Do justice and span of control matter?

This study examines how transformational leaders influence research and development (R&D) workers' commitment to their organizations and leaders. The study investigates the mediating role of organizational justice (i.e., procedural and interactional) based on social exchange theory and the moderating role of span of control in this relationship. In a sample of 445 Turkish R&D personnel, the study finds that transformational leadership significantly influences followers' organizational commitment partially through procedural justice and their supervisory commitment partially through interactional justice. Second, the findings reveal that transformational leaders boost perceptions of procedural justice and organizational commitment when the span of control is relatively narrow. Interestingly, when the span of control is large, transformational leadership has significant positive effects on supervisory commitment, but no significant effects on organizational commitment among R&D workers.     

The moderating impact of internal social exchange processes on the entrepreneurial orientation–performance relationship

This paper applies a social exchange perspective to understand the internal contingencies of the relationship between entrepreneurial orientation (EO) and performance. It focuses on two aspects of social interactions among functional managers (procedural justice and trust), as well as on their organizational commitment, as potential enhancements to the firm's successful exploitation of entrepreneurial opportunities. A study of 232 Canadian-based firms finds several positive moderating effects: The EO–performance link is stronger for higher levels of procedural justice, trust, and organizational commitment. In addition, consistent with a systems approach to organizational contingencies, the EO–performance relationship is stronger when the organization's social context comes closer to an “ideal” configuration of procedural justice, trust, and organizational commitment that is most conducive to knowledge exchange within the organization. The study's implications and future research directions are discussed.     

Procedural justice in promotion decisions of managerial staff in Malaysia

Previous research indicates that procedural justice in promotion decisions has affected employees' organizational commitment, intent to leave and career satisfaction. The purpose of this study was to examine the effect of procedural justice in promotion decisions on managers' commitment, specifically organizational commitment, intent to leave, career satisfaction and job performance in multinational companies in Malaysia. Data were obtained from a sample of managers with more than 10 years of service in the organization through in-depth interviews. The findings show that perceived procedural injustice in promotion decisions have an unfavourable impact on employee commitment, job performance and career satisfaction. The intent to leave is also higher, especially among young managerial staff.     

Ethical Culture and Employee Outcomes: The Mediating Role of Person-Organization Fit

We build on limited research concerning the mediation processes associated with the relationship between ethical culture and employee outcomes. A multidimensional measure of ethical culture was examined for its relationship to overall Person-Organization (P–O) fit and employee response, using a sample of 436 employees from social economy and commercial banks in Spain. In line with previous research involving unidimensional measures, ethical culture was found to relate positively to employee job satisfaction, affective commitment, and intention to stay. New to the literature, ethical culture was also found to be associated positively with employee willingness to recommend the organization to others. These effects were observed even when perceptions of P–O fit were controlled. Importantly, ethical culture was also positively related to overall P–O fit, which in turn, partially mediated the relationship between ethical culture and employee outcomes. Our findings add to studies that focus on the importance of the degree of ethical congruence between the individual employee and the organization. They suggest that ethical culture, with its expected impact on virtuousness and emotional well-being, will positively influence outcomes independently of the degree to which there is a match between employee and organizational values.     

HRM in Chinese privately owned enterprises

Using an in‐depth case study approach, this study investigates human resource management (HRM) practices in Chinese privately owned enterprises (POEs). While HRM practices in POEs are marketoriented, there is a lack of HR planning, commitment to training and development, and employee involvement and participation. The pragmatic HRM practices in POEs contribute to greater efficiency and rapid expansion of the private enterprise economy, but at the same time are associated with low employee job satisfaction, employees' organizational commitment, and their experience of disadvantages. These are issues that are all likely to cause labor disputes to occur. The findings of this study have significant implications for practitioners and further research. © 2008 Wiley Periodicals, Inc.     

The Social Commitment of Brazilian Managers: The Concept,a Scale,and an Empirical Study of Corporate Social Responsibility

The purpose of this study is to analyze the attitudes of Brazilian managers toward Corporate Social Responsibility, defined as their willingness to simultaneously meet the economic, legal, and ethical commitments that bind business companies to society. A Managers' Social Commitment Index (SCI) is proposed and a new scale is presented and confirmed as a reliable research instrument in a field study involving 252 Brazilian business managers. Results revealed that managers prioritize economic commitment, even though as they get older and more experienced they tend to sacrifice this commitment to comply with the law. Women showed greater willingness to integrate ethical interests in management decision making, revealing a higher degree of social commitment.