本文選題：依戀理論 + 組織依戀��； 參考：《四川大學(xué)學(xué)報(哲學(xué)社會科學(xué)版)》2017年02期

【摘要】：依戀理論最初來源于精神分析學(xué),后由社會心理學(xué)家Hazan和Shaver將其運(yùn)用于組織中,以研究不同的依戀類型對工作的影響,逐漸形成了當(dāng)代西方學(xué)術(shù)界的一大研究熱點——組織依戀。組織依戀是個體對所在組織的情感聯(lián)結(jié),表現(xiàn)為個體對組織的信賴感和歸屬感,以及個體要離開組織時對組織的留戀。員工對組織不同程度的依戀決定了組織依戀可分為安全型、焦慮型和回避型三種類型。我國情境中,領(lǐng)導(dǎo)風(fēng)格、人際氛圍、組織文化、組織投入和工作場所特征構(gòu)成了組織依戀的五大影響因素,且上述五大影響因素對組織依戀類型具有相應(yīng)的作用機(jī)理。
[Abstract]:Attachment theory was originally derived from psychoanalysis and then applied to organizations by social psychologists Hazan and Shaver to study the effects of different attachment types on work. It has gradually formed a major research hotspot in contemporary western academic circles-organizational attachment. Organizational attachment is the emotional connection of the individual to his organization, which is manifested by the individual's sense of trust and belonging to the organization, as well as the attachment to the organization when the individual wants to leave the organization. Employees' attachment to the organization can be divided into three types: safety type, anxiety type and avoidance type. In our country, leadership style, interpersonal atmosphere, organizational culture, organizational involvement and workplace characteristics constitute the five major influencing factors of organizational attachment, and these five influencing factors have the corresponding mechanism to the type of organizational attachment.
【作者單位】： 四川大學(xué)商學(xué)院;
【基金】：國家自然科學(xué)基金資助項目“企業(yè)員工工作疏離感影響因素、形成機(jī)制及干預(yù)策略實證研究”(71272210)
【分類號】：F272.92
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本文編號：1851510