摘要
我国高等教育领域编内人员和编外人员在职位晋升、薪酬福利水平等方面存在巨大差异,引发编外人员心里落差大,组织承诺低等问题。为了解高校编外人员的工作状况,以北京大学校本部全体劳动合同制员工为调查总体,采用组织承诺量表进行测量。研究结果表明：合同制员工的感情承诺分值最高,规范承诺其次,继续承诺最低;员工自身的市场竞争力和组织对员工的支持程度对员工的组织承诺具有显著性影响;有效的沟通、公平性和对部门领导者的认同程度可能影响员工的组织承诺。通过实证研究发现,除了员工自身的市场竞争力,组织支持是影响员工组织承诺重要的因素。
In higher education field, the discrepancies in promotion and salary between permanent staff and contract staff resulted in many issues like low organizational commitment, etc. To better understand the current situation of the contract staff, we investigated all the contract staff in Peking University using organizational commitment table. The results showed that： contract staff received high affective commitment, followed by normative commitment but the continuance commitment was low; personal market competitiveness and organizational support had significant effect on staff＇s organizational commitment; effective communication, fairness and reorganization of the department leader may affect staff＇s organizational commitment. The research suggested that organizational support was an important factor besides staff＇s personal market competitiveness.
出处
《中国劳动关系学院学报》
2017年第3期46-52,共7页
Journal of China University of Labor Relations
关键词
编制外员工
感情承诺
继续承诺
规范承诺
组织承诺量表
contract staff
affective commitment
continuance commitment
normative commitment
OCQ
