CAJ | 학술논문

21世纪的管理是以人为中心的人本管理，如何处理好组织与员工的关系是管理的核心内容之一，而组织承诺就是探讨这种关系的重要课题。高组织承诺员工队伍是组织持续竞争优势的来源之一，提升员工组织承诺具有重要的战略和现实意义。组织承诺具有多维特性，不同维度的组织承诺具有独特的预测效力。人力资源实践对组织承诺存在显著影响，以往研究很少考虑人力资源实践系统对其整体组合效应及其作用过程机制的研究。从理性逻辑推理和研究成果而言，组织承诺对绩效具有较好预测力，其关系模式受到自主性等因素的缓冲作用。近期研究聚焦于组织承诺与相关概念间的区别，关注变革型领导对组织承诺的影响过程机制，聚焦于组织承诺与组织公民行为间的影响模式。上述研究成果，为深入分析组织承诺形成过程及采取相应的组织管理策略提供有益的参考。
21세기적관리시이인위중심적인본관리，여하처리호조직여원공적관계시관리적핵심내용지일，이조직승낙취시탐토저충관계적중요과제。고조직승낙원공대오시조직지속경쟁우세적래원지일，제승원공조직승낙구유중요적전략화현실의의。조직승낙구유다유특성，불동유도적조직승낙구유독특적예측효력。인력자원실천대조직승낙존재현저영향，이왕연구흔소고필인력자원실천계통대기정체조합효응급기작용과정궤제적연구。종이성라집추리화연구성과이언，조직승낙대적효구유교호예측력，기관계모식수도자주성등인소적완충작용。근기연구취초우조직승낙여상관개념간적구별，관주변혁형령도대조직승낙적영향과정궤제，취초우조직승낙여조직공민행위간적영향모식。상술연구성과，위심입분석조직승낙형성과정급채취상응적조직관리책략제공유익적삼고。
Management in the 21st century is human-oriented, and how to deal with the relationship between the organization and employees is the core of management. Organizational commitment is an important topic for studying this relationship. Due to the downsizing resulting from organizational acquisition, merger and changes in the recent years, employees＇ organizational commitment is decreasing. Many studies suggest that employees with high organizational is one of the sources of the organization＇s sustainable competitive advantages, so it is very significant to enhance the employees＇ organizational commitment. A great number of studies show that organizational commitment has multiple dimensions, each with distinctive predicting effects. So far, it has not been significant in the dimensions＇ discriminate validity, so it is necessary to further study on the structural model of organizational commitment. Human resource management practices consisting of recruitment and selection, training and development,career management, compensation and motivation, and performance management, have significant effects on organizational commitment. But previous studies focused only on the effect of a single HRM practice on the organizational commitment and failed to examine the configuration effects of the overall HRM practices, nor about the process and effect mechanism of HRM practices. In view of rationally logical reasoning and theoretical findings, there is a clear causal relationship between organizational commitment and performance, and organizational commitment has better predicting effects on performance while this relationship is obviously moderated by autonomy, employees＇ level, and so on. Recently, researchers have focused on the differences between concepts of organizational commitment and organizational identity strength, organizational identification. The findings suggest that organizational commitment is distinctively different from those concepts and significantly different in predicting effects on various outcome variables. With the increasing importance of organizational commitment, researches considered the affecting patterns of transformational leadership on organizational commitment, and they found that psychological empowerment, structural distance were the mediators of transformational leadership influencing organizational commitment. Based on traditional classic researches, some researchers further explored antecedents and the process mechanism of organizational commitment influencing outcome variables, and improved it a lot. Some studies focused on the effect patterns of organizational commitment on organizational citizenship behavior. Their findings show that self-concept have moderating effects on the relationship. The above-mentioned findings can be available for use in further analyzing the formation process of organizational commitment and adopting corresponding organizational management strategies.