IT员工的组织承诺:领导支持与性别、种族差异

J. Windeler, Cynthia K. Riemenschneider
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引用次数: 7

摘要

本研究旨在探讨心理辅导、职业辅导和领导-成员交换(LMX)对IT员工组织承诺的影响,以及这些关系在种族和性别上的差异。我们利用情感事件理论,以及关于IT人员和领导支持的文献来解释这些关系。我们对一家财富500强公司的289名IT员工进行了实地调查。LMX和职业指导解释了28%的组织承诺差异。此外,我们发现职业指导对组织承诺的影响在女性中强于男性,并且职业指导对非少数族裔的组织承诺有影响,而对少数族裔没有影响。最后,LMX对组织承诺的影响在少数族裔中强于非少数族裔。本研究通过探讨组织支持机制是否以及如何增强私营部门IT工作者的组织承诺,为IT人员问题的文献体系做出了贡献。我们还证明种族和性别是研究人员研究组织承诺、指导和LMX的重要考虑因素。我们的研究结果表明,管理者可以通过关注LMX和职业指导来提高IT员工的组织承诺。此外,他们可能希望特别强调女性的职业指导计划,以及少数族裔IT员工的主管/员工关系的发展。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Organizational commitment of IT workers: leader support and differences across gender and race
The purpose of this study is to determine how psychosocial mentoring, career mentoring and leader-member exchange (LMX) contribute to organizational commitment for IT workers, as well as how these relationships differ according to race and gender. We draw on affective events theory, as well as the literature on IT personnel and leader support to explicate these relationships. We conducted a field study of 289 IT workers in a Fortune 500 company. LMX and career mentoring explained 28% of the variance in organizational commitment. Additionally, we found that the impact of career mentoring on organizational commitment is stronger for women than for men and that career mentoring influences organizational commitment for non-minority races but not minority races. Finally, the influence of LMX on organizational commitment is stronger for minority races than for non-minority races. This study contributes to the body of literature on IT personnel issues by exploring whether and how organizational support mechanisms enhance organizational commitment for private sector IT workers. We also demonstrate that race and gender are important considerations for researchers studying organizational commitment, mentoring, and LMX. Our findings suggest that managers can boost organizational commitment among IT workers by focusing on LMX and career mentoring. Moreover, they may want to place particular emphasis on career mentoring programs for women and on the development of supervisor/employee relationships for their minority race IT workers.
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