| dc.contributor | 企管系 | |
| dc.creator (作者) | 王豫萱;胡昌亞 | zh_TW |
| dc.creator (作者) | Wang, Yu-Hsuan;Hu, Chang-Ya | |
| dc.date (日期) | 2013-12 | |
| dc.date.accessioned | 14-Apr-2015 16:07:51 (UTC+8) | - |
| dc.date.available | 14-Apr-2015 16:07:51 (UTC+8) | - |
| dc.date.issued (上傳時間) | 14-Apr-2015 16:07:51 (UTC+8) | - |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/74530 | - |
| dc.description.abstract (摘要) | 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。 | |
| dc.description.abstract (摘要) | 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. | |
| dc.format.extent | 2239495 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.relation (關聯) | 人力資源管理學報, 13(4), 107-137 | |
| dc.subject (關鍵詞) | 組織認同;自我概念;認定;自尊 | |
| dc.subject (關鍵詞) | organizational identification;self-concept;identity;self-esteem | |
| dc.title (題名) | 再探組織認同之本質：2002 ~ 2012 之研究回顧與前瞻 | zh_TW |
| dc.title.alternative (其他題名) | Revisiting to the Nature and Theory of Organizational Identification: A Review and Redirection from 2002 to 2012 | |
| dc.type (資料類型) | article | en |
