摘要
组织依恋是研究员工—组织关系领域一个新的理论分支,指员工对组织的情感联结,用以解释员工对组织的信赖、归属和眷恋。通过深度访谈,发现组织投入是影响组织依恋的重要因素,但已有文献对二者的关系却研究不足。基于此,运用统计分析对组织投入与组织依恋的关系进行实证研究,并进一步分析组织依恋对工作绩效的影响作用。通过对35家企业的266份数据的跨层次分析,结果显示:组织投入对组织依恋以及组织依恋对工作绩效均有显著正向影响,同时组织依恋在组织投入与工作绩效之间起到跨层次的中介作用。基于研究结果,分别从组织和员工两个视角提出促进组织依恋的管理策略,以帮助企业更好地留住人才、激励人才,最终达到提升工作绩效的目的。
Organizational attachment is a new theoretical branch of the relationship between employees and organization,which refers to the affection bond of employees to the organization as to explain the trust,belonging and attachment of employees to the organization.Through in-depth interviews,we found that organizational inducement was an important factor affecting organizational attachment,but However,there was insufficient research on the relationship between the two.This paper conducted an empirical analysis of the relationship between organizational input and organizational attachment,and further analyzed the impact of organizational attachment on job performance.Through the cross-level analysis of 266 data from 35 enterprises,the results showed that organizational input had a significant positive impact on organizational attachment,and organizational attachment had a significant positive impact on job performance.We also found that organizational attachment played cross-level mediating roles between organizational engagement and job performance.we also put forward the management strategies of promoting organizational attachment from the perspectives of organization and employees respectively,to help enterprises retain and motivate talents,and finally to improve job performance.
出处
《企业经济》
北大核心
2020年第2期114-122,共9页
Enterprise Economy
基金
国家自然科学基金项目“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”（项目编号：71272210）
关键词
组织投入
组织依恋
工作绩效
跨层次中介
organizational input
organizational attachment
job performance
cross-level mediation
