员工发言的承诺概况:双重目标和占主导地位的承诺思维方式
Sibel Caliskan1, Ela Unler2, Ekrem Tatoglu3,4
1Department of Psychology, Bahcesehir University, Ciragan Cad. Osmanpasa Mektebi Sk. No: 4-6, Besiktas, 34353 Istanbul Turkey.
Current psychology (New Brunswick, N.J.)
|June 26, 2023
概括
员工的承诺档案显著影响工作场所对不满的反应. 情感和团队承诺推动了建设性的语音行为,而低承诺导致了退出和忽视等负面结果.
科学领域:
- 组织行为 组织行为
- 工业组织心理学 工业组织心理学
背景情况:
- 该研究使用EVLN (退出,声音,忠诚,忽视) 模型检查了员工对工作场所不满的反应.
- 它包含多目标承诺,包括情感,持续性和团队承诺.
研究的目的:
- 探索不同的承诺组件如何形成不同的员工个人资料.
- 调查这些承诺档案对响应工作场所不当行为时的语音行为的影响.
- 在土耳其的组织背景下,扩大对承诺配置文件和EVLN响应的理解.
主要方法:
- 对来自土耳其各个组织的518名员工进行了调查.
- 采用K-means集群分析来确定不同的承诺配置文件.
- 差异分析 (ANOVA) 用于在已识别的个人资料中区分EVLN反应.
主要成果:
- 确定了四种承诺概况:承诺低,承诺薄弱,情感团队占主导地位和持续性占主导地位.
- 情感团队占主导地位的个人资料与建设性的语音行为有关.
- 低承诺的个人资料表现出负面结果 (退出,忽视),而持续主导的个人资料显示出被动行为 (忽视,耐心).
- 情感和团队承诺是语音行为的关键驱动因素,特别是在持续承诺低的情况下.
结论:
- 情感和团队承诺对于培养语音行为至关重要,特别是与低持续承诺相比.
- 持续承诺对声音的积极影响随着情感和团队承诺水平的提高而减少.
- 根据土耳其的承诺档案,这些发现提供了对不同员工对不满的反应的见解.
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