关于 "捆绑 "承诺、参与和嵌入性的一个不方便的事实:解除捆绑以扩展离职动机及其他方面的理论

IF 3.9 1区 心理学 Q2 MANAGEMENT
Carl P. Maertz, Clark D. Johnson, Brittney C. Bauer
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引用次数: 0

摘要

本文批判了一种我们称之为 "捆绑 "的研究做法,这种做法在组织行为学文献中产生了非常流行的概念,包括组织承诺、员工敬业度和组织嵌入性。我们展示了这些被捆绑的概念是如何利用通用术语中的宽泛标签产生重叠含义、混淆理论机制,并将限制性的 "理想员工 "概念强加给文献、组织,并最终强加给社会关于员工的讨论。我们认为,"松绑 "这些概念可以为理论、实证研究以及对复杂员工动机的实际评估带来多重益处。作为示范,我们对三个重点结构进行了松绑,以整合和澄清其在离职动机名义网中的组成关系。因此,我们丰富了近似退出状态的概念,同时综合了最全面的离职动机模型。最后,我们将讨论对我们的重点构念进行松绑以及更广泛意义上的松绑所带来的进一步研究意义。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
An inconvenient truth about “bundling” commitment, engagement, and embeddedness: Unbundling to extend theory on turnover motivations and beyond
This paper critiques a research practice that we call “bundling,” which has produced highly popular constructs in the organizational behavior literature, including organizational commitment, employee engagement, and organizational embeddedness. We show how these bundled constructs, using broad labels from common parlance, have produced overlapping meanings, confounded theoretical mechanisms, and imposed limiting “ideal employee” conceptions in the literature, organizations, and ultimately, societal discourse about employees. We argue that “unbundling” these constructs can provide multiple benefits to theory, empirical inquiry, and practical assessment of complex employee motives. As a demonstration, we unbundle the three focal constructs to integrate and clarify their component relations within the nomological net of turnover motivation. Thereby, we enrich conceptions of proximal withdrawal states, while synthesizing the most comprehensive model of turnover motivations. Finally, we discuss further research implications suggested by unbundling our focal constructs, and unbundling more generally.
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来源期刊
CiteScore
10.00
自引率
1.60%
发文量
25
期刊介绍: Organizational Psychology Review is a quarterly, peer-reviewed scholarly journal published by SAGE in partnership with the European Association of Work and Organizational Psychology. Organizational Psychology Review’s unique aim is to publish original conceptual work and meta-analyses in the field of organizational psychology (broadly defined to include applied psychology, industrial psychology, occupational psychology, organizational behavior, personnel psychology, and work psychology).Articles accepted for publication in Organizational Psychology Review will have the potential to have a major impact on research and practice in organizational psychology. They will offer analyses worth citing, worth following up on in primary research, and worth considering as a basis for applied managerial practice. As such, these should be contributions that move beyond straight forward reviews of the existing literature by developing new theory and insights. At the same time, however, they should be well-grounded in the state of the art and the empirical knowledge base, providing a good mix of a firm empirical and theoretical basis and exciting new ideas.
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