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本文以技术工人为调查对象,比较分析派遣员工与正式员工两组样本组织社会化对员工组织承诺的影响,探索提高派遣员工组织承诺的路径。研究表明,相比正式员工,跨国公司对派遣员工更多采用制度化组织社会化策略;派遣员工的感情承诺、规范承诺、持续承诺较正式员工高;组织社会化策略对派遣员工和正式员工组织承诺的影响方式不同,因而组织宜采取区别性的组织社会化活动。
In this paper, the technical workers as the survey object, a comparative analysis of two groups of workers sent and regular employees organizational social commitment to organizational commitment to explore and explore ways to improve the organizational commitment to send employees. Research shows that compared with regular employees, multinational corporations use more institutionalized socialization strategies for dispatched staff; send their employees’ emotional commitment, normative commitment, and sustained commitment to higher than regular employees; and organize socialization strategies to dispatch staff and regular staff organizations Promises have different ways of impact, so organizations should take a distinctive approach to organizing socialization.