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題名:再探組織認同之本質:2002~2012之研究回顧與前瞻
書刊名:人力資源管理學報
作者:王豫萱胡昌亞 引用關係
作者(外文):Wang, Yu-hsuanHu, Chang-ya
出版日期:2013
卷期:13:4
頁次:頁107-137
主題關鍵詞:組織認同自我概念認定自尊Organizational identificationSelf-conceptIdentitySelf-esteem
原始連結:連回原系統網址new window
相關次數:
  • 被引用次數被引用次數:期刊(7) 博士論文(3) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:7
  • 共同引用共同引用:237
  • 點閱點閱:417
在組織行為研究中,組織認同是相當基本的構念,由於組織認同會廣泛地影響成員態度及行為,因此相關研究議題非常豐富多元。然而台灣人力資源管理與組織行為的研究,並未完全與目前的研究趨勢接軌,而常過分簡化組織認同的內涵,或將組織認同與其他類似概念相互混淆。本文的主要目的,是回顧近十年來關鍵性的研究結果,從研究構念的對象、類別、維度、及動態性等角度,再次釐清組織認同的概念本質,並說明目前衡量工具的發展。其次,本文參考過往研究中組織認同主要的前因與後果,彙整出此構念之概念關係網絡(nomological network),以點出過往研究結果的矛盾與不足之處。最後,本文也提供組織認同議題的研究建議,做為未來研究者參考之用。
Organizational identification, which is a ”root construct” in organizational research, widely influences members' attitudes and behaviors. However, in Taiwan, we have noticed that many OB/HR researchers oversimplified the content of organizational identification and confused it with other similar constructs. The main purpose of this review paper is to integrate the results of the important research in past ten years. We revisited the definition of nature of organizational identification by distinguishing its foci, categories, dimensions, and dynamics. Nevertheless, we refer to previous research to identify the nomological network of organizational identification. Finally, we offered some recommendations for future directions as well.
期刊論文
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115.Meyer, John. P.、Becker, Thomas E.、Dick, Rolf van(2006)。Social Identities and Commitments at Work: Toward an Integrative Model。Journal of Organizational Behavior,27(6),665-683。  new window
116.Richter, A. W.、West, M. A.、Dick, R. V.、Dawson, J. F.(2006)。Boundary spanners’ identification, intergroup contact, and effective intergroup relations。Academy of Management Journal,49(6),1252-1269。  new window
117.Abraham C.、Gershon G.、Waldman, D. A.(2007)。The Role of Perceived Organizational Performance in Organizational Identification, Adjustment and Job Performance。Journal of Management Studies,44(6),972-992。  new window
118.Tyler, T. R.、Blader, S. L.(2003)。The group engagement model: Procedural justice, social identity, and cooperative behavior。Personality and Social Psychology Review,7(4),349-361。  new window
研究報告
1.郭建志(2011)。華人組織中的犬儒主義、負向認同與職場偏差行為 (計畫編號:NSC99-2410-H033-014)。台北:行政院國家科學委員會。  延伸查詢new window
學位論文
1.Bartels, J.(2006)。Organizational Identification and Communication: Employees' Evaluations of Internal Communication and Its Effect on Identification at Different Organizational Levels(博士論文)。University of Twente,Enschede。  new window
2.Sluss, D. M.(2006)。Generalizing relational identification to and from organizational identification(博士論文)。Arizona State University。  new window
圖書
1.Glynn, M. A.(1998)。Individuals need for organizational identification (nOID): Speculations on individual differences in the propensity to identify。Identity in organizations: Building theory through conversations。Thousand Oaks, CA:Sage。  new window
2.Haslam, S. Alexander(2004)。Psychology in organizations: The social identity approach。London:Sage Publications。  new window
3.Hogg, M. A.、Terry, D. J.(2003)。Social identity processes in organizational contexts。Philadelphia, PA:Psychology Press。  new window
4.Watson, D.(2002)。Positive affectivity。Handbook of Positive Psychology。NY:London:Oxford University Press:Oxford University Press。  new window
5.McClelland, David Clarence(1987)。Human motivation。Cambridge University Press。  new window
6.Hogg, Michael A.、Abrams, Dominic(1988)。Social Identifications: A Social Psychology of Intergroup Relations and Group Processes。Routledge。  new window
7.黃囇莉(19990000)。人際和諧與衝突:本土化的理論與研究。臺北市:桂冠。new window  延伸查詢new window
8.Rousseau, Denise M.(1995)。Psychological contracts in organizations: Understanding written and unwritten agreements。Sage Publications, Inc.。  new window
9.Dukerich, J. M.、Kramer, R.、Parks, J. M.(1998)。The dark side of organizational identification。Identity in organizations。Thousand Oaks, CA:Sage。  new window
圖書論文
1.Pratt, Michael G.(1998)。To be or not to be? Central questions in organizational identification。Identity in organizations: Building theory through conversations。Sage。  new window
 
 
 
 
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