组织承诺与职务投入对技术人员行为的影响

文章讨论了不同职业发展阶段条件下组织承诺和职务投入分别对工程技术人员工作绩效和离职倾向的预测效应.针对Werbel(1984)提出的只有职业发展后期组织承诺才能有效预测离职以及Keller(1997)提出的职务投入对工程师绩效不具有预测力,论文提出了不同观点.通过问卷法对210位工程技术人员进行测量发现,无论离职倾向还是工作绩效,随着职业发展,其预测变量呈现组织承诺-职务投入-组织承诺交替出现的特征.文章对交替过程中的职业发展阶段划分及不同阶段的任务特征作了进一步探讨.

Organizational Commitment, Job Involvement and Performance

This article discussed the impact of organizational commitment and job involvement on job performance and turnover intention at different stage of career development.Werbal and Gold(1984)indicated that organizational commitment was a good predictor for turnover only at the later stage of career development.However,in Keller's study(1997),no significant relationship was found between job involvement and job performance.An investigation was conducted with a sample of 210 engineers and technicians using a questionnaire.It was showed that at the initial and final stages of career development,organizational commitment can be used as a predictor of turnover intention,and at the middle stage of career development,job involvement is predictive to the job performance.