CAJ | 학술논문

将组织承诺分为情感承诺、持续承诺和规范承诺三类，并在此基础上构建了知识型员工入职年限对组织承诺三方面影响的关系模型，同时引入了内在薪酬和外在薪酬作为调节变量，实证分析了知识型员工工作年限对组织承诺的作用机制；研究结论表明：随着时间的推移，知识型员工的情感承诺显著增强，其中内在薪酬和外在薪酬在其中均起到显著的调节作用；规范承诺随时间推移显著减弱，外在薪酬在其中起到显著调节作用；工作年限对持续承诺没有显著的影响。
장조직승낙분위정감승낙、지속승낙화규범승낙삼류，병재차기출상구건료지식형원공입직년한대조직승낙삼방면영향적관계모형，동시인입료내재신수화외재신수작위조절변량，실증분석료지식형원공공작년한대조직승낙적작용궤제；연구결론표명：수착시간적추이，지식형원공적정감승낙현저증강，기중내재신수화외재신수재기중균기도현저적조절작용；규범승낙수시간추이현저감약，외재신수재기중기도현저조절작용；공작년한대지속승낙몰유현저적영향。
This paper divides organizational commitment into three kinds of commitments, i. e. , emotional commitment, continual commitment and normative commitment. Based on the above is constructed a model of the relationship between the working seniority and the influences of the three aspects of organizational commitment. At the same time, the internal and external compensation is introduced as a regulating variable and the acting mechanism of the working seniority of knowledge employees on organizational commitment is empirically analyzed. The study conclusion shows that as time goes by, the emotional commitment of knowledge employees is strengthened markedly, and the internal and external payments play a conspicuous regulating role wherein. The normative commitment is remarkably weakened as time goes on and the external compensation plays a distinctive role. The working seniority has no significant impact on the continual commitment however.