摘要
依恋理论最初来源于精神分析学,后由社会心理学家Hazan和Shaver将其运用于组织中,以研究不同的依恋类型对工作的影响,逐渐形成了当代西方学术界的一大研究热点——组织依恋。组织依恋是个体对所在组织的情感联结,表现为个体对组织的信赖感和归属感,以及个体要离开组织时对组织的留恋。员工对组织不同程度的依恋决定了组织依恋可分为安全型、焦虑型和回避型三种类型。我国情境中,领导风格、人际氛围、组织文化、组织投入和工作场所特征构成了组织依恋的五大影响因素,且上述五大影响因素对组织依恋类型具有相应的作用机理。
The theory of attachment originally derived from psychoanalysis, and it was applied by social psychologists Hazan and Shaver to study the impact of different types of attachment on employees5 work. Since then, organizational attachment has gradually become a hot research topic in Western academic society. Organizational attachment is an emotional bond between the individual and the organization, reflecting the individual’s sense of trust and belonging to the organization, as well as the nostalgia to the organization when the individual leaves, the different levels of organizational attachment can be classified into three types： security, anxiety and avoidance. In the context of China, leadership style, interpersonal atmosphere, organizational culture, organizational input and workplace characteristics constitute the five major factors influencing organizational attachment, and these five factors have corresponding mechanism of impact on organizational attachment styles.
出处
《四川大学学报（哲学社会科学版）》
CSSCI
北大核心
2017年第2期134-145,共12页
Journal of Sichuan University：Philosophy and Social Science Edition
基金
国家自然科学基金资助项目"企业员工工作疏离感影响因素
形成机制及干预策略实证研究"(71272210)
关键词
依恋理论
组织依恋
领导风格
人际氛围
组织文化
组织投入
theory of attachment, organizational attachment, leadership style, interpersonal atmosphere, organizational culture, organizational input
