组织认同的基础理论、测量及相关变量

Principal Theories Measurement and Relevant Variables of Organizational Identification

组织认同是个体于组织成员身份的一种自我构念，它与组织认定、组织承诺等概念存在显著差异。文章阐述了组织认同基础理论的三种主要观点，对比了差异论、资源论和信息论的研究视角和相互关系。文章着重说明了组织认同的测量工具，分析了组织层面和个人层面的前因变量，以及组织认同对离职意愿等结果变量的影响。文章最后指出今有必要对扩展定义、影响因素和国家文化差异等方面进行探讨。

Organizational identification（OID）is an individual’s perception of himself deriving from his knowledge of his membership of a particular organization. It differs markedly from other concepts of organization behavior research such as organizational identity（OI）and organizational commitment（OC）. This paper reviewed there principal theories of OID：difference theory， resource theory and information theory. It compared their findings and discusses the relationship between them. Furthermore， it focused on introducing ways of measuring OID and on antecedents at the level of both organization and individual， and it investigated the possible consequences of OID for relevant variables such as a “tendency to leave”. Finally， the paper pointed to several areas for future research， such as how the definition of OID might be expanded， antecedents and cultural differences.