中国职工组织承诺问卷的修订
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已出版:
12月 31, 2018
关键词:
中国文化情境 中国职工组织承诺结构理论 中国职工组织承诺问卷 探索性因素分析 验证性因素分析
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摘要
探析中国文化情境景下职工组织承诺的结构， 并修订中国职工组织承诺问卷 （COCQ）。
基于凌文铨中国职工组织承诺结构理论和对 25 名职工的沙盘游戏质性访谈的分析结果， 我们设
计了中国职工组织承诺问卷 （COCQ） 草案， 其中包括 58 项关于中国职工组织承诺十要素结构
的项目。 使用探索性因子分析 （482 名被试） 来改变草案 COCQ （58 项）， 验证性因素分析
（367 名被试） 以验证 COCQ （34 项）。 探索性因素分析揭示了中国文化情境下组织承诺的 10 个
因素结构。 验证性因素分析支持 COCQ 的 34 项 10 因子结构。 此外， COCQ 在内部一致性较高，
COCQ 的拟合度也处于可接受的水平， 问卷具有良好的判别效度， 问卷维度的总体有效性较高。
COCQ 更新了凌文铨中国职工组织承诺结构理论中的承诺来源和类型， 制定了 10 维量表； COCQ
是一种具有良好信度和效度的测量工具。
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Chen, Z. (2018). 中国职工组织承诺问卷的修订. 社会科学与管理, 2(2), 55–68. 取读于 从 https://so01.tci-thaijo.org/index.php/CJSSM/article/view/178849
栏目
研究型文章
Chinese Journal of Social Science and Management Editorial Division
The Office of Research and Development, Panyapiwat Institute of Management
85/1 Moo 2, Chaengwattana Rd., Bang Talat, Pakkred, Nonthaburi 11120, Thailand
Tel. 02 855 01048 E-mail: cjssm@pim.ac.th
参考
Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance, and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18.
Allen, N. J. & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization. Journal of Vocational Behavior, 49, 252-276.
Angle, H. L. & Perry, J. L. (1981). An empirical assessment of organizational commitment and organizational effectiveness. Administrative Science Quarterly, 27, 1-14.
Bentein, K., Vandenberg, R. J., Vandenberghe, C. & Stinglhamber, F. (2005). The role of change in the relationship between commitment and turnover: A latent growth modeling approach. Journal of Applied Psychology, 90, 468-482.
Buchanan, B. (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 19, 533-546.
Cai, C. H. & Liu, Z. J. (2010). Jung actively imagined technology and sandplay therapy. Education Guide, 11(9), 58. [in Chinese]
Cohen, A. (2003). Multiple commitments in the workplace: An integrative approach. Mahwah, NJ: Erlbaum.
Cooper-Hakim, A. & Viswesvaran, C. (2005). The Construct of Work Commitment: Testing an Integrative Framework. Psychological Bulletin, 131, 241-259.
Cynthia, W. H. (2012). Personality, Organizational Commitment, And Job Search Behavior: A Field Study (Unpublished doctoral dissertation). University of Tennessee, Knoxville.
Greenberg, J. & Baron, A. B. (2003). Behavior in organizations (8th ed.). Upper Saddle River, NJ: Prentice Hall.
Jaros, S. J., Jermier, J. M., Koehler, J. W. & Singigh, T. (1993). Effects of continuance, affective, and moral commitment on the withdrawal process: An evaluation of eight structural equation
models. Academy of Management Journal, 36, 951-995.
Klein, H. J., Becker, T. E. & Meyer, J. P. (2009). Commitment in organizations: accumulated wisdom and new directions. New York: Routledge/ Psychology Press.
Ko, J. W., Price, J. L. & Mueller, C. W. (1997). Assessment of Meyer and Allen’s three-component model of organizational commitment in South Korea. Journal of Applied Psychology, 82, 961-973.
Ling, W. Q., Zhang, Z. C. & Fang, Y. L. (2000). Research on the structural model of Chinese employee organization commitment. Journal of Management Science, 3(2), 80. [in Chinese]
Mc Gee, G. & Ford, R. C. (1987). Two (or more?) dimensions of organizational commitment: Reexamination of the Affective and Continuous Commitment Scales. Journal of Applied Psychology, 72, 638-641.
Meyer, J. P. & Allen, N. J. (1984). Testing the side bet theory of organizational commitment: some methodological considerations. Journal of Applied Psychology, 69, 372-378.
Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89.
Meyer, J. P., Allen, N. J. & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of the three-component conceptualization. Journal of Applied Psychology, 78, 538-551.
Meyer, J. P., Stanley, D. J., Herscovitch, L. & Topolnytsky, L. (2002). Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behavior, 61, 20-52.
Mowday, R., Porter L. & Steers, R. (1982). Employee-organization link ages: The psychology of commitment, absenteeism, and turnover. New York: Academic Press.
Omar, N., Woody, V. & Robert, A. (2008). Beyond the Three-Component Model of Organizational Commitment. Journal of Applied Psychology, 93(1), 70-83.
O’Reilly, C. A. & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization of prosocial behavior. Journal of Applied Psychology, 71, 492-499.
Powell, D. M. & Meyer, J. P. (2004). Side-bet theory and the three-component model of organizational commitment. Journal of Vocational Behavior, 65, 157-177.
Tan, W., Ling, W. Q. & Fang, Y. L. (2002). Verification of the five-factor structural model of Chinese workers’ organization commitment. Journal of Guangzhou University (Natural Science Edition), 1(6), 96. [in Chinese]
Vandenberg, R. J. & Self, R. M. (1993). Assessing newcomers’ changing commitments to the organization during the first 6 months of work. Journal of Applied Psychology, 78, 557-568.
Wang, P. & Huang, G. (2007). Research progress in the application of sandbox games in clinical psychology. Chinese Journal of Health Psychology, 15(9), 862-864. [in Chinese]
Zhang, R. S. (2005). Sandplay therapy. Beijing: People Education Press. [in Chinese]
Zhang, Z. C., Fang, Y. L. & Ling, W. Q. (2001). Structural model test of Chinese employee organization commitment. Psychological Science, 2, 148-150. [in Chinese]
Allen, N. J. & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization. Journal of Vocational Behavior, 49, 252-276.
Angle, H. L. & Perry, J. L. (1981). An empirical assessment of organizational commitment and organizational effectiveness. Administrative Science Quarterly, 27, 1-14.
Bentein, K., Vandenberg, R. J., Vandenberghe, C. & Stinglhamber, F. (2005). The role of change in the relationship between commitment and turnover: A latent growth modeling approach. Journal of Applied Psychology, 90, 468-482.
Buchanan, B. (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 19, 533-546.
Cai, C. H. & Liu, Z. J. (2010). Jung actively imagined technology and sandplay therapy. Education Guide, 11(9), 58. [in Chinese]
Cohen, A. (2003). Multiple commitments in the workplace: An integrative approach. Mahwah, NJ: Erlbaum.
Cooper-Hakim, A. & Viswesvaran, C. (2005). The Construct of Work Commitment: Testing an Integrative Framework. Psychological Bulletin, 131, 241-259.
Cynthia, W. H. (2012). Personality, Organizational Commitment, And Job Search Behavior: A Field Study (Unpublished doctoral dissertation). University of Tennessee, Knoxville.
Greenberg, J. & Baron, A. B. (2003). Behavior in organizations (8th ed.). Upper Saddle River, NJ: Prentice Hall.
Jaros, S. J., Jermier, J. M., Koehler, J. W. & Singigh, T. (1993). Effects of continuance, affective, and moral commitment on the withdrawal process: An evaluation of eight structural equation
models. Academy of Management Journal, 36, 951-995.
Klein, H. J., Becker, T. E. & Meyer, J. P. (2009). Commitment in organizations: accumulated wisdom and new directions. New York: Routledge/ Psychology Press.
Ko, J. W., Price, J. L. & Mueller, C. W. (1997). Assessment of Meyer and Allen’s three-component model of organizational commitment in South Korea. Journal of Applied Psychology, 82, 961-973.
Ling, W. Q., Zhang, Z. C. & Fang, Y. L. (2000). Research on the structural model of Chinese employee organization commitment. Journal of Management Science, 3(2), 80. [in Chinese]
Mc Gee, G. & Ford, R. C. (1987). Two (or more?) dimensions of organizational commitment: Reexamination of the Affective and Continuous Commitment Scales. Journal of Applied Psychology, 72, 638-641.
Meyer, J. P. & Allen, N. J. (1984). Testing the side bet theory of organizational commitment: some methodological considerations. Journal of Applied Psychology, 69, 372-378.
Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89.
Meyer, J. P., Allen, N. J. & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of the three-component conceptualization. Journal of Applied Psychology, 78, 538-551.
Meyer, J. P., Stanley, D. J., Herscovitch, L. & Topolnytsky, L. (2002). Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behavior, 61, 20-52.
Mowday, R., Porter L. & Steers, R. (1982). Employee-organization link ages: The psychology of commitment, absenteeism, and turnover. New York: Academic Press.
Omar, N., Woody, V. & Robert, A. (2008). Beyond the Three-Component Model of Organizational Commitment. Journal of Applied Psychology, 93(1), 70-83.
O’Reilly, C. A. & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization of prosocial behavior. Journal of Applied Psychology, 71, 492-499.
Powell, D. M. & Meyer, J. P. (2004). Side-bet theory and the three-component model of organizational commitment. Journal of Vocational Behavior, 65, 157-177.
Tan, W., Ling, W. Q. & Fang, Y. L. (2002). Verification of the five-factor structural model of Chinese workers’ organization commitment. Journal of Guangzhou University (Natural Science Edition), 1(6), 96. [in Chinese]
Vandenberg, R. J. & Self, R. M. (1993). Assessing newcomers’ changing commitments to the organization during the first 6 months of work. Journal of Applied Psychology, 78, 557-568.
Wang, P. & Huang, G. (2007). Research progress in the application of sandbox games in clinical psychology. Chinese Journal of Health Psychology, 15(9), 862-864. [in Chinese]
Zhang, R. S. (2005). Sandplay therapy. Beijing: People Education Press. [in Chinese]
Zhang, Z. C., Fang, Y. L. & Ling, W. Q. (2001). Structural model test of Chinese employee organization commitment. Psychological Science, 2, 148-150. [in Chinese]
