组织文化,信任和监事支持:在中国,员工承诺的驱动因素
1School of Humanities, Shanghai Jiao Tong University, Shanghai, China.
Frontiers in psychology
|December 15, 2025
概括
组织文化和主管支持通过增强组织信任,显著提高员工的情感承诺. 一个支持的环境,特别是在家族和等级文化的内部,是员工奉献的关键.
科学领域:
- 组织行为 组织行为
- 人力资源管理 人力资源管理
- 跨文化心理学 跨文化心理学
背景情况:
- 员工的情感承诺对于组织的成功至关重要.
- 了解影响在中国等不同文化背景下承诺的因素至关重要.
- 组织文化,主管支持和信任是承诺的潜在驱动力.
研究的目的:
- 研究组织文化,主管支持和组织信任的相互作用,以预测情感承诺.
- 在中国大陆的特定文化背景下研究这些关系.
- 确定对员工情感承诺的直接和互动影响.
主要方法:
- 在线调查对439名参与者进行.
- 用于测试假设的等级回归分析.
- 检查独立变量对情感承诺的直接和互动影响.
主要成果:
- 部落和等级文化,主管支持和组织信任积极预测了情感承诺.
- 广告制和市场文化没有显著的直接影响.
- 监督员的支持和家族文化显著调节了组织信任和情感承诺之间的关系.
结论:
- 培养有利的监管环境和组织信任对于增强员工承诺至关重要.
- 集体主义 (部落) 和结构化 (等级) 的文化属性,结合信任,放大了承诺.
- 这意味着培养特定的文化,加强信任和培训监督人员.
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