组织承诺的异质性和非等价性研究述评
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外国经济与管理 2014 年 第 36 卷第 07 期, 页码：34 - 43
摘要
参考文献
摘要
传统的组织承诺研究认为主体同质,且服从某种固有的概率分布,样本分析所得结论可以直接应用于总体。然而,越来越多的研究显示样本具有异质性以及非等价性,因此样本研究结果不能作为总体的无偏估计。本文通过对国外组织承诺前沿研究的梳理,从异质性和非等价性研究视角,以组织承诺焦点为分类标准,系统分析了异质性和非等价性视角下的单组织承诺、双组织承诺和多组织承诺相关研究成果,并结合国内组织承诺研究现状,指出了未来的主要研究方向。
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[17]Meyer J P,et al.Employee commitment in context:The nature and implication of commitment profiles[J].Journal of Vocational Behavior,2012,80:1-16.
[18]Morin A J,et al.A multifoci person-centered perspective on workplace affective commitment:A latent profile/factor mixture analysis[J].Organizational Research Methods,2011,14(1):58-90.
[19]Ployhart R E and Vandenberg R J.Longitudinal research:The theory,design,and analysis of change[J].Journal of Management,2010,36(1):94-120.
[20]Snape E,et al.Multiple commitments in the Chinese context:Testing compatibility,cultural,and moderating hypotheses[J].Journal of Vocational Behavior,2006,69:302-314.
[21]Somers M J.The combined influence of affective,continuance and normative commitment on employee withdrawal[J].Journal of Vocational Behavior,2009,74:75-81.
[22]Stanley L,et al.Commitment profiles and employee turnover[J].Journal of Vocational Behavior,2013,82:176-187.
[23]Swailes S.Commitment to change:Profiles of commitment and in-role performance[J].Personnel Review,2004,33(2):187-204.
[24]Tsoumbris P and Xenikou A.Commitment profiles:The configural effect of the forms and foci of commitment on work outcomes[J].Journal of Vocational Behavior,2010,77:401-411.
[25]Vandenberg R J and Stanley L J.Commitment in organizations:Accumulated wisdom and new directions[M].London:Routledge Academic,2009:383-416.
[26]Wasti S A.Commitment profiles:Combinations of organizational commitment forms and job outcomes[J].Journal of Vocational Behavior,2005,67:290-308.
[27]Weiss W M and Weiss M R.A longitudinal analysis of commitment among competitive female gymnasts[J].Psychology of Sport and Exercise,2006,7:309-323.
[2]Boswell W R,et al.Second-class citizen?Contract workers’perceived status,dual commitment and intent to quit[J].Journal of Vocational Behavior,2012,80(2):454-463.
[3]Breitsohl H and Ruhle S.Residual affective commitment to organizations:Concept,causes and consequences[J].Human Resource Management Review,2013,23(2):161-173.
[4]Carson K D,et al.Four commitment profiles and their relationships to empowerment,service recovery,and work attitudes[J].Public Personnel Management,1999,28(1):1-13.
[5]Cohen A and Freund A.A longitudinal analysis of the relationship between multiple commitments and withdrawal cognitions[J].Scand.J.Mgmt,2005,21:329-351.
[6]Cohen A.The relationship between multiple commitments and organizational citizenship behavior in Arab and Jewish culture[J].Journal of Vocational Behavior,2006,69:105-118.
[7]Gellatly I R,et al.Combined effects of the three commitment components on focal and discretionary behaviors:A test of Meyer and Herscovitch’s propositions[J].Journal of Vocational Behavior,2006,69(2):331-345.
[8]Johnson R E and Yang L Q.Commitment and motivation at work:The relevance of employee identity and regulatory focus[J].Aca-demy of Management Review,2010,35(2):226-245.
[9]Kalleberg A L,et al.Bad jobs in America:Standard and nonstandard employment relations and job quality in the United States[J].American Sociological Review,2000,65(2):256-278.
[10]Kieschke U and Schaarschmidt U.Professional commitment and health among teachers in Germany:A typological approach[J].Learning and Instruction,2008,18:429-437.
[11]Marsh H W,et al.Classical latent profile analysis of academic self-concept dimensions:Synergy of person and variable-centered approaches to theoretical models of self-concept[J].Structural Equation Modeling,2009,16(2):191-225.
[12]Ma L and Yin J L.An empirical study on the effect of work/life commitment to work-life conflict[J].Physics Procedia,2012,24:1343-1349.
[13]McKeown T.Commitment from a contractor workforce?[J].International Journal of Manpower,2003,24(2):169-186.
[14]Meyer J P and Allen N J.A three-component conceptualization of organizational commitment[J].Human Resource Management Review,1991,1(1):61-89.
[15]Meyer J P and Allen N J.Commitment in the workplace:Theory,research,and application[M].CA:Sage Publication,1997:1-150.
[16]Meyer J P and Herscovitch L.Commitment in the workplace:Toward a general model[J].Human Resource Management Review,2001,11:299-326.
[17]Meyer J P,et al.Employee commitment in context:The nature and implication of commitment profiles[J].Journal of Vocational Behavior,2012,80:1-16.
[18]Morin A J,et al.A multifoci person-centered perspective on workplace affective commitment:A latent profile/factor mixture analysis[J].Organizational Research Methods,2011,14(1):58-90.
[19]Ployhart R E and Vandenberg R J.Longitudinal research:The theory,design,and analysis of change[J].Journal of Management,2010,36(1):94-120.
[20]Snape E,et al.Multiple commitments in the Chinese context:Testing compatibility,cultural,and moderating hypotheses[J].Journal of Vocational Behavior,2006,69:302-314.
[21]Somers M J.The combined influence of affective,continuance and normative commitment on employee withdrawal[J].Journal of Vocational Behavior,2009,74:75-81.
[22]Stanley L,et al.Commitment profiles and employee turnover[J].Journal of Vocational Behavior,2013,82:176-187.
[23]Swailes S.Commitment to change:Profiles of commitment and in-role performance[J].Personnel Review,2004,33(2):187-204.
[24]Tsoumbris P and Xenikou A.Commitment profiles:The configural effect of the forms and foci of commitment on work outcomes[J].Journal of Vocational Behavior,2010,77:401-411.
[25]Vandenberg R J and Stanley L J.Commitment in organizations:Accumulated wisdom and new directions[M].London:Routledge Academic,2009:383-416.
[26]Wasti S A.Commitment profiles:Combinations of organizational commitment forms and job outcomes[J].Journal of Vocational Behavior,2005,67:290-308.
[27]Weiss W M and Weiss M R.A longitudinal analysis of commitment among competitive female gymnasts[J].Psychology of Sport and Exercise,2006,7:309-323.
引用本文
吴进红, 胡恩华, 王凌云. 组织承诺的异质性和非等价性研究述评[J]. 外国经济与管理, 2014, 36(7): 34–43.
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