دانلود مقاله ISI انگلیسی شماره 87172
ترجمه فارسی عنوان مقاله

تعهد دوگانه در سازمان: تأثیر تعامل تیم و تعهد سازمانی بر رفتار شهروندی کارکنان، باورهای کارآیی و نگرش های شغلی

عنوان انگلیسی
Dual commitment in the organization: Effects of the interplay of team and organizational commitment on employee citizenship behavior, efficacy beliefs, and turnover intentions
کد مقاله سال انتشار تعداد صفحات مقاله انگلیسی
87172 2017 46 صفحه PDF
منبع

Publisher : Elsevier - Science Direct (الزویر - ساینس دایرکت)

Journal : Journal of Vocational Behavior, Volume 102, October 2017, Pages 1-14

ترجمه کلمات کلیدی
تعهد تیم، تعهد سازمانی، تعهد دوگانه، فوکوس چندگانه اثرات افزودنی، اثرات تعاملی، رویکرد شخصیت، رویکرد متغیر محور رفتار شهروندی سازمانی، اعتقادات اثربخشی، اهداف گردشگری،
کلمات کلیدی انگلیسی
Team commitment; Organizational commitment; Dual commitment; Multiple foci; Additive effects; Interactive effects; Person-centered approach; Variable-centered approach; Organizational citizenship behavior; Efficacy beliefs; Turnover intentions;
پیش نمایش مقاله
پیش نمایش مقاله  تعهد دوگانه در سازمان: تأثیر تعامل تیم و تعهد سازمانی بر رفتار شهروندی کارکنان، باورهای کارآیی و نگرش های شغلی

چکیده انگلیسی

Affective team and organizational commitment are among the most important employee attachments in the workplace. While past research has focused on identifying the differential relationships of these commitments with relevant workplace outcomes, the present study examines their additive and interactive effects based on a multi-foci research framework. Drawing on consistency and optimal distinctiveness theory, we predicted that team and organizational commitment add to and enhance each other's target-specific effects on team- and organization-directed citizenship behavior, efficacy beliefs, and turnover intentions. Furthermore, taking a person-centered perspective, we tested the hypothesis that dually committed employees score higher on the chosen outcomes than employees with unilateral commitments (to the team and the organization). Results from a survey study (n = 1362) confirmed our hypotheses for citizenship behavior. With regard to efficacy beliefs and turnover intentions, however, compensatory interactions were observed and dually committed employees scored higher on the team-directed outcome components. The theoretical and practical implications of these findings are discussed.