人际网络信息影响对工作投入的作用机理
|
摘要
个体作为社会网络的重要组成部分,其自身所在的人际网络的作用正得到越来越多的关注和思考。“人际往来对个体职业发展的影响体现在哪些方面?他们是如何发挥作用的?”、“以信息沟通为媒介的人际网络是否像人们普遍感受到的那样对个人职业发展有着无法忽略的重要影响力量?”正是源于对这些问题的兴趣和思考促发了本文的写作初衷。与此同时,学术界在社会网络领域的丰硕研究成果也证实人际网络对职业个体的积极意义。本文基于对社会中越来越重要的人际网络作用的思考,从人际网络内涵层面入手在“人际网络信息影响—组织认同—工作投入”间搭建合理框架来阐明人际网络中传播的显性信息与隐性信息对员工个体工作状态的作用机理,从而解答人际网络信息对个体的职业影响路径问题。
本研究从个体角度的人际网络信息影响出发,遵循“刺激—信息转化—反应”这一基本模式,选取组织声誉感知、组织认同、工作投入作为基本关系研究变量。其中,人际网络的信息影响经过本研究前期的理论梳理和深度访谈等程序探索性提出可归纳为显性信息影响和隐形信息影响两部分组成并进行概念量表的设计；其中显性信息主要指人际网络中传递的各类客观描述性消息或评价,隐性信息则只要指人际圈层中榜样的示范效应,在本研究框架中均可视为外在信息刺激源。组织认同与工作投入可视为员工在职业态度和工作行为上对外在信息刺激的反应；而组织声誉感知变量恰恰反映了个体对外界刺激反应后的信息转化过程,表现为在认知和情感上对组织的评价和认可。本文选取的理论概念架构围绕近年来相关领域的研究热点,将人际网络信息影响、组织声誉感知、组织认同和工作投入作为论文研究的主要构念,并尝试性地对以上各构念间潜在的或有联系与影响机理进行探讨。
为了保证研究的科学性、规范性和严谨性,本文采用了理论研究与实证研究相结合的研究方法,并在研究过程中坚持规范研究与实证研究相结合、定量与定性研究相结合、理论研究与应用研究相结合的论证原则。具体研究过程是：首先,本文对研究涉及的理论基础和相关研究文献进行梳理和总结。第二,组织深度访谈并对结果予以整理和分析。第三,在文献分析和深度访谈的基础上提出研究的理论模型。第四,通过预调查对研究中所涉及的各个变量的测量量表进行选择和优化。文中通过样本预测就组织认同、工作投入、组织声誉感知等变量运用计量软件工具对现有成熟量表进行信效度检验和修正,并形成正式调查所需的问卷题项；人际网络信息影响量表则在前期深度访谈的基础上形成基本题项,通过样本预测进行量表的优化,并形成最终的人际网络信息影响量表。各量表通过信度、效度基本检验,表现出较好的统计学特征,且符合研究的前期理论模型,为正式调查中数据的科学有效提供了可靠保证。第六,运用SPSS、AMOS等软件对大样本正式调查中的量表进行信效度检验；并采用独立样本T检验、单因素方差分析等方法探讨个体统计学特征对各研究维度的影响。最后,在模型分析和假设检验阶段运用AMOS软件对研究提出的各假设关系进行验证,明确人际网络信息影响中显性信息和隐形信息两维度在组织声誉感知、组织认同及工作投入变量间的不同作用关系,并提出相应的研究结论和管理建议。
通过实证分析,本研究得到如下结论：第一,以信息沟通为媒介的人际网络对职业个体的普适性影响得到样本数据的有力支持。且研究变量会在某些样本基本特征的差别中表现出显著差异,如在性别、年龄、教育程度、工作年限和担任职务等五个基本项目和个体榜样数量和认可的榜样特质等属性上体现出的差别；第二,在研究选取的各变量中,人际网络信息影响中的显性信息和隐形信息会通过不同的路径作用于组织认同和工作投入。第三,人际网络显性信息反映了人际网络中个体间传播的与职业领域相关的客观表述和主观评价,如与行业、组织、岗位、待遇福利、职业发展通道等方面相关的信息,这类信息通过文字、语言等有形形式展现；入际网络显性信息影响对工作投入有直接正向作用；但对组织认同未显现出直接影响,而会通过对组织声誉感知的直接作用传导至对组织认同的影响；与此同时,其对工作投入的间接影响还体现在组织声誉感知和组织认同对工作投入的直接作用；第四,人际网络隐性信息反映了人际网络中职业榜样传递的示范效应,这种示范效应更多地是以一种看不见的、潜移默化的作用来影响个体；人际网络隐性信息影响对组织认同有直接正向作用,并通过对组织声誉感知的直接作用对组织认同产生间接影响；隐性信息影响对工作投入未显现出直接影响,但会通过对组织声誉感知的直接作用传导至对工作投入的影响；与此同.时,其还会通过对组织认同的直接作用来间接影响工作投入；显性信息与隐性信息在人际网络中表现出不同的影响路径；第五,在显性信息影响对工作投入的作用中以及隐性信息影响对组织认同的作用中,组织声誉感知作为重要的传导变量的中介效应得以验证；同时,组织认同在组织声誉感知和工作投入的影响作用中也体现了出中介作用。通过对研究构建的理论假设的验证,本文提出的预期研究目标基本达成,即人际网络信息影响对职业个体的普适性影响得到实证数据的有力支持,显性信息影响和隐形信息影响对个体组织认同和工作投入的作用路径得以基本澄清。
本研究通过文献分析、结构访谈、数理统计、实证检验等途径对现实中的管理现象进行了探讨,创新处主要体现在如下方面：
1.聚焦平面维度的人际网络内涵影响因素,探索性地提出显性信息和隐性信息两维度构成因子。自上世纪40年代以来,对社会网络的研究就悄然开始。对社会网络的研究层出不穷且主要集中于网络密度、中心性、开放性等人际网络结构特征等纵深立体维度的探究,而对网络内涵等平面维度的要素鲜有提及。本研究定位于人际网络的内涵层面以此来探究以信息沟通为媒介的人际网络如何对个体施加影响的作用机理；其中显性信息与隐性信息这两个概念的提出一定程度上丰富了人际网络内涵部分。
2.尝试以新的视角来探讨人际网络信息对个体在组织认同和工作投入中的影响作用。通过文献的梳理,我们发现绝大部分的研究都将人际网络的影响定位到组织内部,与此相关的社会网络等研究也大多如此；但本研究尝试打破以往的组织界限定位于更为宽泛的人际网络,影响因素也由组织内个体拓展到组织外个体,尝试以新的角度就个体人际圈层对自身组织认同感和工作投入三者间潜在的联系进行探讨。
3.探索性地提出隐性信息影响即职业榜样示范效应这一维度,并对这一维度进行理论梳理和实证检验。“榜样”作为心理学概念虽早有研究,但大多集中在对概念的界定以及对榜样作用的定性分析,而量化应用则鲜有提及。本文通过对人际网络信息影响的研究,发现了人际网络中职业榜样对个体重要的影响作用,并通过对相应量表的开发和设计运用实证检验的方法对人际网络中榜样的示范性信息对个体组织态度和工作态度层面的影响作用进行分析。这一研究对丰富该领域的理论和实践成果有一定的贡献。
4.探索性构建了人际网络信息影响对工作投入的作用机理模型,并论证了组织认同、组织声誉感知在作用路径中的中介传导作用；理清了显性信息和隐性信息在人际网络信息影响中不同的作用路径。这一发现对组织认同和工作投入前因变量研究成果的丰富有所贡献；显性信息和隐性信息不同的作用途径也为管理实践提供了一定的参考作用。
Original intention of this paper is thinking of the increasingly importance of the effects on social network."Social network is the same as the consensus that social network has become the pivotal force through the process of personal career development?""In what ways has the interpersonal contacts affected individual career development? How do they work?" Promoting the study on the issue derives from the interest. Based on the content of social network including information in social network, organization identification, and work engagement, this paper attempts to build a reasonable framework to clarify the mechanism--how explicit information and hidden information function on employees'work state? Therefore, it can solve the problem--how network information affects on individual occupation?
The paper selects perception of organizational reputation, organizational identification, and work engagement as the variables to study basic relationship. Based on the impact from information in social network on the individual level, this study follows the basic model of "Stimulus-Information Transformation Response". Through the early theoretical research, in-depth interviews and other procedures, the impact from information in social network information is summarized as two parts:the impact from explicit information and the impact from hidden information. Explicit information is identified as all types of objective messages or subjective evaluation transferring in social network; while hidden information refers to the demonstration effect of a fine example in the interpersonal circles, regarded as external stimulus in this framework. Organizational identification and work engagement can be seen as employees' attitudes and behaviors in response to external stimulus. Perception of organizational reputation as variable precisely reflects how the individual turn external stimulus information into useful information. It is the evaluation and recognition from organizations cognitively and emotionally. The framework selected in this paper focuses on the recent research in the related fields. The main constructs of this paper, including the effect from social network information, organizational identification and work engagement, try to explain the potential relationship and mechanism among them.
To ensure the study of scientific, normative, and precise, this paper combines demonstration research and normative research, integrates quantitative research with qualitative research, and joins theoretical research with applied research. On the stage of building the theoretical model, normative research is used to deduce theories. The theoretical model is give on the basis of literature review and depth interviews. On the later stage of testing hypothesis, diversiform methods for empirical analysis are used to study, which include creative design for the questionnaire on the impact from social network information, optimization for the scale on organizational identification, work engagement and perception of organizational reputation, testing the reliability of the measuring tool by using SPSS and AMOS softwares, independent sample T-test, ANOVA, the verification of the intermediary effect and model fitting analysis. There are the conclusions drawn by empirical analysis:
1. Some basic characteristics of the variables appear the significant differences. That is to say, the differences originate from basic items such as gender, age, education attainment, work experience and occupation, as well as the quantity and the characteristics of the fine examples.
2. Face with massive information from social network, individuals prefer social network rather than the traditional medium such as books or newspapers. Individuals are willing to pay more attention to professional-association topics and entertainment, especially when obtaining others'occupation information. As we all know,"comparison" is becoming an unavoidable way of information internalization.
3. Explicit information in social network reflects objective statement and subjective evaluation about careers, such as information of industry, organization, position, salary and welfare, promotion and other aspects. This information presents by texts, languages and other ways. Explicit information in social network directly has a positive impact on work engagement. Instead of direct impact on organizational identification, explicit information has an indirect impact on organizational identification by directly influencing perception of organizational reputation. Meanwhile, work engagement has been influenced from perception of organizational reputation and organizational identification, which show the indirect effect.
4. Hidden information in social network reflects the demonstration effect by propagating good examples in social network. While the demonstration effect influences individuals in an invisible way. Organizational identification is directly influenced by hidden information, while indirectly influenced by perception of organizational reputation. By directly affecting perception of organizational reputation and organizational identification, implicit information has an indirect impact on work engagement.
5. There is obvious evidence that perception of organizational reputation is verified as an important intermediary variable. Meanwhile, organizational identification plays an intermediary role in the impact from perception of organizational reputation and work engagement.
The expected objective has basically been accomplished by verifying the theoretical hypothesis. It proves that empirical data support the point that social network information has a pervasive influence on individuals. Meanwhile, it has clarified how explicit and hidden information affect organizational identification and work engagement.
This paper has discussed the management phenomena by literature review, structured interviews, statistics, empirical analysis, and other approaches. The main contribution of the study has presented as follows:
1. By a fresh perspective, we have found out how social network affects organizational identification and work engagement in individuals' career. Social network, organizational identification and work engagement have experienced a long-term trial. Numerous scholars and practitioners have studied systemically or uniquely in a certain perspective. In majority of the present research, the impact from social network has been limited in the organization. While this paper has broken the organizational boundaries, defining the social network including the individuals inside and outside the organization. Individuals own broader social network, including not only colleagues but also other interpersonal resources. Based on the above perspective, we have studied the potential relationship and mechanism among the impact from social network information, organizational identification and work engagement.
2. We have redefined the content of social network, and creatively pointed out2factors:explicit information and hidden information. Dating back to1940s, research on social network arose. During the next decades, the study of social network boomed:Tichy and Tushman (1979) studied the network symmetry, mutuality, diversity and strength of the relationship; Granovetter (1973) verified the strength of the relationship in the network; Monge&Eisenberg (1987) found that information, content, emotional number, frequency and stability, continuity are important indicators to evaluate the strength of the network relationship; Suarez (2005) considered the strength of the network relationship will directly affect decision-making. Meanwhile, other scholars have also tried from the network size, density, centrality, and other indicators to determine the relationship between the openness of the network, stability, reach-ability, personal network location, and other stability structural features (Freeman,1979,1992, etc.). The present research focused on the three-dimensional network structure, such as the characteristics of social network structure, instead of explaining how social network works. Based on observing and explaining, this paper defines the content of social network and figures out the mechanism not explained before. It extends the content of the impact from social network by extracting explicit and hidden information from in-depth interviews. It enriches social network theory.
3. We have firstly summarized the theory, designed the scale and do empirical testing for demonstration effect by propagating good examples in social network. Although "example" has been studied in psychology, it's just about the definition and the function by qualitative analysis. This paper has analyzed the examples' effect on individuals by quantitative analysis and empirical testing, which has never been used before. It is of great theoretical importance and practical values.
4. We have found that perception of organizational reputation plays an important intermediary role in solving the problem-how to use the "stimulus-response" model to study the impact from social network information. Perception of organizational reputation functions as an important intermediary, instead of acting as same transferring variable when social network information affects the2factors in different ways. Of great theoretical importance, it has supplied the research of the antecedents.
本研究从个体角度的人际网络信息影响出发,遵循“刺激—信息转化—反应”这一基本模式,选取组织声誉感知、组织认同、工作投入作为基本关系研究变量。其中,人际网络的信息影响经过本研究前期的理论梳理和深度访谈等程序探索性提出可归纳为显性信息影响和隐形信息影响两部分组成并进行概念量表的设计；其中显性信息主要指人际网络中传递的各类客观描述性消息或评价,隐性信息则只要指人际圈层中榜样的示范效应,在本研究框架中均可视为外在信息刺激源。组织认同与工作投入可视为员工在职业态度和工作行为上对外在信息刺激的反应；而组织声誉感知变量恰恰反映了个体对外界刺激反应后的信息转化过程,表现为在认知和情感上对组织的评价和认可。本文选取的理论概念架构围绕近年来相关领域的研究热点,将人际网络信息影响、组织声誉感知、组织认同和工作投入作为论文研究的主要构念,并尝试性地对以上各构念间潜在的或有联系与影响机理进行探讨。
为了保证研究的科学性、规范性和严谨性,本文采用了理论研究与实证研究相结合的研究方法,并在研究过程中坚持规范研究与实证研究相结合、定量与定性研究相结合、理论研究与应用研究相结合的论证原则。具体研究过程是：首先,本文对研究涉及的理论基础和相关研究文献进行梳理和总结。第二,组织深度访谈并对结果予以整理和分析。第三,在文献分析和深度访谈的基础上提出研究的理论模型。第四,通过预调查对研究中所涉及的各个变量的测量量表进行选择和优化。文中通过样本预测就组织认同、工作投入、组织声誉感知等变量运用计量软件工具对现有成熟量表进行信效度检验和修正,并形成正式调查所需的问卷题项；人际网络信息影响量表则在前期深度访谈的基础上形成基本题项,通过样本预测进行量表的优化,并形成最终的人际网络信息影响量表。各量表通过信度、效度基本检验,表现出较好的统计学特征,且符合研究的前期理论模型,为正式调查中数据的科学有效提供了可靠保证。第六,运用SPSS、AMOS等软件对大样本正式调查中的量表进行信效度检验；并采用独立样本T检验、单因素方差分析等方法探讨个体统计学特征对各研究维度的影响。最后,在模型分析和假设检验阶段运用AMOS软件对研究提出的各假设关系进行验证,明确人际网络信息影响中显性信息和隐形信息两维度在组织声誉感知、组织认同及工作投入变量间的不同作用关系,并提出相应的研究结论和管理建议。
通过实证分析,本研究得到如下结论：第一,以信息沟通为媒介的人际网络对职业个体的普适性影响得到样本数据的有力支持。且研究变量会在某些样本基本特征的差别中表现出显著差异,如在性别、年龄、教育程度、工作年限和担任职务等五个基本项目和个体榜样数量和认可的榜样特质等属性上体现出的差别；第二,在研究选取的各变量中,人际网络信息影响中的显性信息和隐形信息会通过不同的路径作用于组织认同和工作投入。第三,人际网络显性信息反映了人际网络中个体间传播的与职业领域相关的客观表述和主观评价,如与行业、组织、岗位、待遇福利、职业发展通道等方面相关的信息,这类信息通过文字、语言等有形形式展现；入际网络显性信息影响对工作投入有直接正向作用；但对组织认同未显现出直接影响,而会通过对组织声誉感知的直接作用传导至对组织认同的影响；与此同时,其对工作投入的间接影响还体现在组织声誉感知和组织认同对工作投入的直接作用；第四,人际网络隐性信息反映了人际网络中职业榜样传递的示范效应,这种示范效应更多地是以一种看不见的、潜移默化的作用来影响个体；人际网络隐性信息影响对组织认同有直接正向作用,并通过对组织声誉感知的直接作用对组织认同产生间接影响；隐性信息影响对工作投入未显现出直接影响,但会通过对组织声誉感知的直接作用传导至对工作投入的影响；与此同.时,其还会通过对组织认同的直接作用来间接影响工作投入；显性信息与隐性信息在人际网络中表现出不同的影响路径；第五,在显性信息影响对工作投入的作用中以及隐性信息影响对组织认同的作用中,组织声誉感知作为重要的传导变量的中介效应得以验证；同时,组织认同在组织声誉感知和工作投入的影响作用中也体现了出中介作用。通过对研究构建的理论假设的验证,本文提出的预期研究目标基本达成,即人际网络信息影响对职业个体的普适性影响得到实证数据的有力支持,显性信息影响和隐形信息影响对个体组织认同和工作投入的作用路径得以基本澄清。
本研究通过文献分析、结构访谈、数理统计、实证检验等途径对现实中的管理现象进行了探讨,创新处主要体现在如下方面：
1.聚焦平面维度的人际网络内涵影响因素,探索性地提出显性信息和隐性信息两维度构成因子。自上世纪40年代以来,对社会网络的研究就悄然开始。对社会网络的研究层出不穷且主要集中于网络密度、中心性、开放性等人际网络结构特征等纵深立体维度的探究,而对网络内涵等平面维度的要素鲜有提及。本研究定位于人际网络的内涵层面以此来探究以信息沟通为媒介的人际网络如何对个体施加影响的作用机理；其中显性信息与隐性信息这两个概念的提出一定程度上丰富了人际网络内涵部分。
2.尝试以新的视角来探讨人际网络信息对个体在组织认同和工作投入中的影响作用。通过文献的梳理,我们发现绝大部分的研究都将人际网络的影响定位到组织内部,与此相关的社会网络等研究也大多如此；但本研究尝试打破以往的组织界限定位于更为宽泛的人际网络,影响因素也由组织内个体拓展到组织外个体,尝试以新的角度就个体人际圈层对自身组织认同感和工作投入三者间潜在的联系进行探讨。
3.探索性地提出隐性信息影响即职业榜样示范效应这一维度,并对这一维度进行理论梳理和实证检验。“榜样”作为心理学概念虽早有研究,但大多集中在对概念的界定以及对榜样作用的定性分析,而量化应用则鲜有提及。本文通过对人际网络信息影响的研究,发现了人际网络中职业榜样对个体重要的影响作用,并通过对相应量表的开发和设计运用实证检验的方法对人际网络中榜样的示范性信息对个体组织态度和工作态度层面的影响作用进行分析。这一研究对丰富该领域的理论和实践成果有一定的贡献。
4.探索性构建了人际网络信息影响对工作投入的作用机理模型,并论证了组织认同、组织声誉感知在作用路径中的中介传导作用；理清了显性信息和隐性信息在人际网络信息影响中不同的作用路径。这一发现对组织认同和工作投入前因变量研究成果的丰富有所贡献；显性信息和隐性信息不同的作用途径也为管理实践提供了一定的参考作用。
Original intention of this paper is thinking of the increasingly importance of the effects on social network."Social network is the same as the consensus that social network has become the pivotal force through the process of personal career development?""In what ways has the interpersonal contacts affected individual career development? How do they work?" Promoting the study on the issue derives from the interest. Based on the content of social network including information in social network, organization identification, and work engagement, this paper attempts to build a reasonable framework to clarify the mechanism--how explicit information and hidden information function on employees'work state? Therefore, it can solve the problem--how network information affects on individual occupation?
The paper selects perception of organizational reputation, organizational identification, and work engagement as the variables to study basic relationship. Based on the impact from information in social network on the individual level, this study follows the basic model of "Stimulus-Information Transformation Response". Through the early theoretical research, in-depth interviews and other procedures, the impact from information in social network information is summarized as two parts:the impact from explicit information and the impact from hidden information. Explicit information is identified as all types of objective messages or subjective evaluation transferring in social network; while hidden information refers to the demonstration effect of a fine example in the interpersonal circles, regarded as external stimulus in this framework. Organizational identification and work engagement can be seen as employees' attitudes and behaviors in response to external stimulus. Perception of organizational reputation as variable precisely reflects how the individual turn external stimulus information into useful information. It is the evaluation and recognition from organizations cognitively and emotionally. The framework selected in this paper focuses on the recent research in the related fields. The main constructs of this paper, including the effect from social network information, organizational identification and work engagement, try to explain the potential relationship and mechanism among them.
To ensure the study of scientific, normative, and precise, this paper combines demonstration research and normative research, integrates quantitative research with qualitative research, and joins theoretical research with applied research. On the stage of building the theoretical model, normative research is used to deduce theories. The theoretical model is give on the basis of literature review and depth interviews. On the later stage of testing hypothesis, diversiform methods for empirical analysis are used to study, which include creative design for the questionnaire on the impact from social network information, optimization for the scale on organizational identification, work engagement and perception of organizational reputation, testing the reliability of the measuring tool by using SPSS and AMOS softwares, independent sample T-test, ANOVA, the verification of the intermediary effect and model fitting analysis. There are the conclusions drawn by empirical analysis:
1. Some basic characteristics of the variables appear the significant differences. That is to say, the differences originate from basic items such as gender, age, education attainment, work experience and occupation, as well as the quantity and the characteristics of the fine examples.
2. Face with massive information from social network, individuals prefer social network rather than the traditional medium such as books or newspapers. Individuals are willing to pay more attention to professional-association topics and entertainment, especially when obtaining others'occupation information. As we all know,"comparison" is becoming an unavoidable way of information internalization.
3. Explicit information in social network reflects objective statement and subjective evaluation about careers, such as information of industry, organization, position, salary and welfare, promotion and other aspects. This information presents by texts, languages and other ways. Explicit information in social network directly has a positive impact on work engagement. Instead of direct impact on organizational identification, explicit information has an indirect impact on organizational identification by directly influencing perception of organizational reputation. Meanwhile, work engagement has been influenced from perception of organizational reputation and organizational identification, which show the indirect effect.
4. Hidden information in social network reflects the demonstration effect by propagating good examples in social network. While the demonstration effect influences individuals in an invisible way. Organizational identification is directly influenced by hidden information, while indirectly influenced by perception of organizational reputation. By directly affecting perception of organizational reputation and organizational identification, implicit information has an indirect impact on work engagement.
5. There is obvious evidence that perception of organizational reputation is verified as an important intermediary variable. Meanwhile, organizational identification plays an intermediary role in the impact from perception of organizational reputation and work engagement.
The expected objective has basically been accomplished by verifying the theoretical hypothesis. It proves that empirical data support the point that social network information has a pervasive influence on individuals. Meanwhile, it has clarified how explicit and hidden information affect organizational identification and work engagement.
This paper has discussed the management phenomena by literature review, structured interviews, statistics, empirical analysis, and other approaches. The main contribution of the study has presented as follows:
1. By a fresh perspective, we have found out how social network affects organizational identification and work engagement in individuals' career. Social network, organizational identification and work engagement have experienced a long-term trial. Numerous scholars and practitioners have studied systemically or uniquely in a certain perspective. In majority of the present research, the impact from social network has been limited in the organization. While this paper has broken the organizational boundaries, defining the social network including the individuals inside and outside the organization. Individuals own broader social network, including not only colleagues but also other interpersonal resources. Based on the above perspective, we have studied the potential relationship and mechanism among the impact from social network information, organizational identification and work engagement.
2. We have redefined the content of social network, and creatively pointed out2factors:explicit information and hidden information. Dating back to1940s, research on social network arose. During the next decades, the study of social network boomed:Tichy and Tushman (1979) studied the network symmetry, mutuality, diversity and strength of the relationship; Granovetter (1973) verified the strength of the relationship in the network; Monge&Eisenberg (1987) found that information, content, emotional number, frequency and stability, continuity are important indicators to evaluate the strength of the network relationship; Suarez (2005) considered the strength of the network relationship will directly affect decision-making. Meanwhile, other scholars have also tried from the network size, density, centrality, and other indicators to determine the relationship between the openness of the network, stability, reach-ability, personal network location, and other stability structural features (Freeman,1979,1992, etc.). The present research focused on the three-dimensional network structure, such as the characteristics of social network structure, instead of explaining how social network works. Based on observing and explaining, this paper defines the content of social network and figures out the mechanism not explained before. It extends the content of the impact from social network by extracting explicit and hidden information from in-depth interviews. It enriches social network theory.
3. We have firstly summarized the theory, designed the scale and do empirical testing for demonstration effect by propagating good examples in social network. Although "example" has been studied in psychology, it's just about the definition and the function by qualitative analysis. This paper has analyzed the examples' effect on individuals by quantitative analysis and empirical testing, which has never been used before. It is of great theoretical importance and practical values.
4. We have found that perception of organizational reputation plays an important intermediary role in solving the problem-how to use the "stimulus-response" model to study the impact from social network information. Perception of organizational reputation functions as an important intermediary, instead of acting as same transferring variable when social network information affects the2factors in different ways. Of great theoretical importance, it has supplied the research of the antecedents.
引文
1 Yeung, Irene Y.M. and Tung, Rosalie L.1996. Achieving Business Success in Confucian Societies:The Importance of Guanxi (Connections). Organizational Dynamics,25(2),54-65:54.
2 Mitchell J C. The Concept and Use of S ocial Net work, in Social Net work in Urban Situations[M]. Manchester:Manchester Universit y Press,1969.
3 Granovetter, Mark S.1973. The Strength of Weak Ties. [J] American Journal of Sociology,78(6): 1360-1380.
4 Pierre Bourdieu.1989.Social Space and Symbolic Power.Social Theory, [M]Vol.7.No.114-25
5 刘楼,组织内社会网络、中心度与任务绩效[M],广州：中山大学出版社,2008
6 Granovetter, M:Economic Action and Social Structure:The Problem of embeddedness [J]. American Journal of Sociology.1991.
7 罗家德,2008,社会网络与社会资本,收录于组织与管理研究的实证方法,陈晓萍、徐淑英与樊景立主编,358-378
8 Granovetter, Mark S.1973. The Strength of Weak Ties. [J] American Journal of Sociology,78(6): 1360-1380.
9 Burt.R.S. Structure Holes:The Social Structure of Competition [M].Cambridge, MA:Harv ard University Press,1992
10 Burt.R-S.The net work structure of social capital.[J].Research in organizational behavior,2000,22:345-423.
11 Lin, Nan, Walter M. Ensel and John C.Vaughn.Social Resources and Strength of Ties:Structural Factors in Occupational Status Attainment J] American Sociological Review,1981.46.
12 陈荣德.组织内部社会网络的形成与影响：社会资本观点[D].中国台湾：“国立中山大学”博士学位论文,2004.
13 Landry R, Amara N, Lamari M. Utilization of Social Science Research Knowledge in Canada[J]. Research Policy,2001,30:333-349.
14 Becheikh, N., Landry, R., & Amara, N. (2006). Lessons from innovation empirical studies in the manufacturing sector:A systematic review of the literature from 1993-2003. Technovation,26(5-6),644-664.
15 边燕杰,丘海雄.企业的社会资本及其功效[J].中国社会科学,2000(2)：87-99.
16 周劲波,黄胜.社会资本与知识创新间关系的实证研究框架[J].科学学与科学技术管理,2009(3)：111-116.
17 王立生.社会资本、吸收能力对知识获取和创新绩效的影响研究[D].杭州：浙江大学管理学院,2007.
18 惠青,邹艳.产学研合作创新网络、知识整合和技术创新的关系研究[J].软科学,2010(3)：85-89
19 斯蒂芬·P·罗宾斯.组织行为学[M].第10版.孙建敏,李原,译.北京：中国人民大学出版社,2005
20 孙耀君,管立维.西方管理学名著提要[M].江西人民出版社,1995
21 张英奎.孙军.现代管理[M].清华大学出版社,2004年10月第1版
22 黄发恭.论对非正式组织的非正式管理.荆州师范学院学报(社会科学版),2003(3),16-19
23 李民.浅析非正式组织及管理对策[J].江苏水利,2010(2),4546
24 弗雷德·鲁森斯.组织行为学[M].第9版.王垒,译.北京：人民邮电出版社,2003,335-336
25 朱丽莎.组织中非正式群体以及管理对策[J].科技进步与对策,2001(4)
26 李爱国,彭长征.社会大转型时期的非正式组织再造[J].经济管理,2002(6)
27 宋思根.试论利益性非正式组织[J].生产力研究,2004(1)
28 徐碧琳,宋爱玲.非正式组织成因的实证研究[J].现代财经,2005(4)
29 《现代汉语词典》,中国社会科学院语言研究所词典编辑室编,商务印书馆2005年版,第15页
30 赵翰章.德育论.吉林教育出版社1987年版,124
31 王道俊,王汉澜.教育学[M].人民教育出版社2004年版,230
32 林庆民榜样的力量是无穷的[J].人民论坛,1997,(5)
33 秦川牛.榜样的力量不是“无穷”的[J].思想政治工作研究,2009,(1).
34 罗源人.榜样的力量,其实是有限的[J].青年记者,2008,(8).
35 榜样还有力量吗[J]. 当代工人,2007,(4).
36 Argyris,C.and Schon,D.,Organizational Learning'A Theory of Action Perspective Massachusetts[J]:Addison-Wesley,1978
37 Piaget,J.,Structuralism[M].New York:Basic Books,1970
38 Kolb,D.A.,Experiential Learning:Experience as the Source of Learning and Development.Englewood Cliffs,N.J.:Prentice-Hall,1984 (38)
39 Starkey,K.,Tempest,S.and McKinlay,A.,How Organizations learn.London:Thomson Learning,2004,239-240
40 A·班杜拉(林颍等译).思想和行为的社会基础——社会认知论(上册)[M].上海：华东师范大学出版社,2001.
C.Martire.study quoted in "America's Most Admired Corporations" [J].Fortune,1993,2 (8):44-531
42 Graves S, addock S. Institutional owners and corporate social perform ance [J] l Academy ofM anagement Journa,l 1994,37 (4):1034-1046.
43 P W Roberts, GR Dowling.Corporate reputation and sustained superior financial performance [J].Strategic manage ent journa,l 2002, (23):1077-1093.
44 Brown B, Perry S. Removing the financial performance Halo from Fortunes"Most Admired" companies[J] 1 Academy of M anagement Journa,1994, (37):1347-1359.
45 Fombrun,C.J.Reputation; Realizing value from the corporate image.Boston:Harvard Business school press,1996
46 杨宜音.文化认同的独立性和动力性：以马来西亚华人文化认同的演进与创新为例.张存武,汤熙勇主编.海外华族研究论集(第三卷).文化教育与认同.台北：华侨协会总会出版,2002.407420
47 Ashforth B E, Mael F A. Social identity theory and the organization[J]. Academy of Management Review, 1989,14(1):20-39
48 O'Reilly C, Chatman J. Organizational commitment and psychological attachment:The effect of compliance, identification and internalization on pro-social behavior[J]. Journal of Applied Psychology,1986, 71(3):492-499
49 Riketta M. Organizational identification:a meta-analysis[J].Journal of Vocational Behavior,2005,66: 358-384
50 魏钧,陈中原,张勉.组织认同的基础理论、测量及相关变量[J].心理科学进展,2007,(6).
51 Gioia D A, Schultz M, Corley K G. Organizational identity:Image and adaptive instability [J]. Academy of Management Review,2000,25(1):63-81
52 Sluss D J, Ashforth B E. Relational identity and identification:defining ourselves through work relationships[J]. Academy of Management Review,2007,32(1):9-32
53 Fiol C M, O'Connor E J. When hot and cold collide in radical change processes:Lessons from community developmen[J]. Organization Science,2002,13(5):532-549
54 Dutton J, Dukerich J. Keeping an eye on the mirror:Image and identity in organizational adaptation[J]. Academy of Management Journal,1991,34(3):517-554
55 Whetten D A, Mackey A. A social actor conception of organizational identity and its implications for the study of organizational reputation. [J] Business and Society,2002,41(4):393-414
5 Cheney G The rhetoric of identification and the study of organizational communication. [J] Quarterly Journal of Speech,1983,69(2):143-158
5 Corley K Q Gioia D A. Identity ambiguity and change in the wake of a corporate spin-off[J]. Administrative Science Quarterly,2004,49(2):173-208
58 Kreiner G E, Hollensbe E C, Sheep M L. Where is the "me"among the "we"? Identity work and the search for optimal balance[J]. Academy of Management Journal,2006,49(5):1031-1057
59 Mael F, Ashforth B E. Alumni and their alma mater:A partial test of the reformulated model of organizational identification[J]. Journal of Organizational Behavior,1992,13(2):103-123
60 Fisher R J, Wakefield K. Factors leading to group identification:A field study of winners and losers[J]. Psychology and Marketing.1998,15(1):23-40
61 Dutton J E, Dukerich J M, Harquail C.V. Organizational images and member identification. Administrative Science Quarterly,1994,39(2):239-263
62 何立,凌文辁.企业不同类型组织文化对员工组织认同与工作投入的影响作用研究[J].科学学与科学技术管理,2008,(10).
63 何立,凌文辁.领导风格对员工工作绩效的作用：组织认同和工作投入的影响[J].企业经济,2010,(11).
64 李斌.领导行为与员工组织认同的关系研究[J].经营与管理,2012(2)
65 李皴,魏峰.高绩效人力资源实践有助于组织认同?——一个被中介的调节作用模型[J].管理世界,2011,(2).
66 何显富,蒲云,薛英.企业社会责任对员工组织公民行为的影响：员工组织认同感和工作投入的中介作用[J].西南交通大学学报,2011,(5).
67 游文慧.社会资本与组织认同关系探讨[J].重庆科技学院学报(社会科学版),2007,(6).
68 沈伊默.从社会交换的角度看组织认同的来源及效益[J].心理学报,2007,(5).
69 Hunt D M, Michael C. Mentorship:A career training and development tool. Academy of Management Review,1983,8(3):475-485
70 Best J, Nelson E E. Nostalgia and discontinuity:A test of the Davis hypothesis. Sociology and Social Research,1985,69(2):221-233
71 魏钧.主观幸福感对知识型员工组织认同的影响[J].科研管理,2009,(2).
72 李保东,王彦斌.个体价值追求对组织认同影响模型[J].统计与信息论坛,2009,(5).
73 Smidts A, Riel C, Pruyn A. The impact of employee communication and perceived external prestige on organizational identification. Academy of Management Journal,2001,49(5):1051-1062
74 魏钧,陈中原,张勉.组织认同的基础理论、测量及相关变量[J].心理科学进展,2007(6)
75 Mignonac K, Herrbach O, Guerrero S. The interactive effects of perceived external prestige and need for organizational identification turnover intentions. Journal of Vocational Behavior,2006,69:477-493
76 Dick R V, Wagner U, Stellmacher J, et al. The utility of a broader conceptualization of organizational identification:which aspect s really matter? Journal of Occupational and Organizational Psychology,2004, 77(2):171-191
77 林家五.认同与决策行为[J](2003),组织行为研究在台湾—三十年回顾与展望.鄭伯壎、姜定宇,郑弘岳编,桂冠图书,2003253-280
78 Kreiner G E, Ashforth B E. Evidence toward an expanded model of organizational identification Journal of Organizational Behavior,2003,25(1):1-27
79 Elsbach K D, Managing organizational legitimacy in the California cattle industry:The construction and effectiveness of verbal accounts. Administrative Science Quarterly,1994,39(1):57-88
80 Cheney G, Tompkins P K. Coming to terms with organizational identification and Commitment. Central States Speech Journal,1987,38(1):1-15
81 Sass J S, Canary D J. Organizational commitment and identification:An examination of conceptual and operational convergence. Western Journal of Speech Communication,1991,55(3):275-293
82 Bullis C, Tompkins P K. The forest ranger revisited:A study of control practices and identification. Communication Monographs,1989,56(4):287-306
83 Barker J R, Tompkins P. Identification in self-managing organizations. Human Communication Research, 1994,21(2):223-240
84 李永鑫,张娜,申继亮.Mael组织认同问卷的修订及其与教师情感承诺的关系[J].教育学报,2007,(6).
85 李永鑫,申继亮,张娜.组织认同问卷(OIQ)在教师样本中的修订[J].心理与行为研究2008,6(3)：176-181
86 孙健敏,姜铠丰.中国背景下组织认同的结构—一项探索性研究[J].社会学研究,2009,(1).
87 魏钧,陈中原,张勉.组织认同的基础理论、测量及相关变量[J].心理科学进展,2007,(6).
88 Kahn w A, Psychological conditions of personal engagement and disengagement at work [J]. Academy of Management Journal 1990,33(4):692-724.
89 Bakker Arnold B, Schaufe li,Wilmar B, Leiter Michael Petal, Work engagement:An emerging concept in occupational health psychology [J] work & Stress,2008,22:187-200.
90 徐艳.企业员工工作投入的问卷编制以及现状调查fDl.苏州大学,2006.
91 焦海涛,宋广文,潘孝富.中学组织气氛与教师工作投入关系研究[J].中国健康心理学杂志,2008,16.329-331.
92 Britt TW, Bartone P T, Adler A B. Deriving benefits from stressful events:The role o f engagement in meaningful work and hardiness. Journal of Occupational Health Psychology,2001,6(1):53-63.
93 Paullay I M, Alliger G M. Stone-Romero E F. Construct validation of tow instruments designed to measure job involvement and work centrality [J]. Journal o f Applied Psychology,1994,79(2):224-228.
92 李锐,凌文栓.工作投入研究的现状[J].心理科学进展,2007,15(2)：366-372.
95 Maslach C, Leiter MP. The truth about burnout. SanFrancisco:Jossey Bass,1997:321-325.
96 Langelaan S, Bakker A B, Vanl J P Doornen, etal Burnout and work engagement:do individual differences make a difference [J]. Personality And Ind ividual Differences,2006,40(3):521-532
97 Hyun Jeong Kim, Kang Hyun Shin, Nancy Swanger. Burnout and engagement:a comparative analysis using the big five personality dimensions [J].International Journal Of Hospitality Management,2009,28 (1):96-104
98 Sluiter.J.K, Vander Beek. A. J, Frings-Dresen M H W.The influence of work characteristics on the need for recovery and experienced health:a study on coach drivers [J]. Ergonomics,1999,42 (4):573-583
99 Sabine Sonnentag.Recovery, work engagement, and proactive behavior:a new look at the interface between nonwork and work[J]. Journal Of Applied Psychology,2008,88(3):518-528
100 Meiman T F, Mulder G. Psychological aspects of work load. In sabinesonnentag. Recovery, work engagement,and proactive behavior.a new look at the in terface between nonwork and work [J].Journal Of Applied Psychology,2008,88(3):518-528
101 May.D.R,Gilson.R.L, Harter.L.M. The psychological conditions of meaningfulness, safety and availability and the engagemen t of the human spirit at work [J]. Journal of Occupational&Organizational Psychology, 2004,77(1):11-37
102 LLORENS.S, eta.l Does a positive gain spiral of resources, efficacy beliefs and engagement exist [J]. Computers In Human Behavior,2007,23 (1):825-841
103 Pienaar.J,Willemse.S.A. Burnout,engagement, coping and general health of service employees in the hospitality industry [J].Tourism Management,2008,29(6):1053-1063
104 S.rothmann, Steynl J, Mosrert K. Job stress, sense of coherence and work wellness in an electricity supply organization [J]. South African Journal Of Business Managem ent,2005,36(1):55-64
105 Mauno S, Kinnunen U, Ruololainen M. Job demands and resources as antecedents of work engagement:a longitudinal study [J]. Journal Of Vocational Behavior,2007,70(1):149-171
106 汪晗.中学教师工作投入及其相关因素的关系[D].河南大学,2007.
107 Demerout.I.E, A.B.Bakker, Fnachre IN.E.R, W.B.Schaufeli. The job demands-resources model of burnout [J] Journal Of Applied Psychology,2001,86(3):499-512
108 Schaufeli W B, Bakker A B. Job demands, job resources,and their relationship with burnout and engagement:Amulti-sample study [J]. Journal of Organizational Behavior,2004,25(3):293-315.
109 Demerout I E, eta.l Burnout and engagement at work as a function of demands and control [J]. Scandinavian Journal Of Work, Environment& Health,2001,27(4):279-286
110 S.rothmann, Joubert JH M. Job demands, job resources,burnout and work engagemen t of managers at a plat inummine in the North West Province[J]. South African Journal Of Business Management,2007,38(3): 49-62
111 Smith, eta.l Debunking the ideal worker myth:effect of temporal flexibility & family configuration on engagement [J]. Academy Of Management Proceedings,2007(1):1-6
112 李金平.组织气候对员工工作投入和组织承诺影响的实证研究[D].四川大学,2007.
113 Rothbard N P. Enriching or depleting? The dynamics of engagement in work and family roles [J]. Administrative Science Quarterly,2001,46(4):655-684
114 Maslach C, SCHAUFEL IW B, LE ITER M P. Job burnout [J]. Annual Review of Psychology,2001,52 (1):397-422
115 Schaufeli W B, Salanova M, Gonza. lezRoma V.The measurement of engagement and burnout and:A confirmative analytic approach[J]. Journal of Happiness Studies,2002,3(1):71-92
116 张轶文,甘怡群.中文版Utrech工作投入量表(WES)的信效度检验[J].中国临床心理学杂志,2005,13(3)：268-270
117 甘源媛等.中文版“工作投入量表”测量信度的分析[J].湖南农业大学学报(社会科学版),2011,12(3)：62-65
118 李金波,许百华,陈建明.影响员工工作投入的组织相关因素研究[J].应用心理学,2006(12),176-181.
119 李富业等.公安民警工作投入量表中文版信效度评价[J].中国公共卫生,2013(1),97-99
120 本文这里所指的沟通是广义的,既包含传统意义上的语言与文字沟通,还包括各种人际接触中的通过各种现代通讯、网络工具的互动乃至观察等。
1 Uma Sekaran著,祝道松林家五译.企业研究方法.清华大学出版社,2009
123 Kline,R.B. (1998). Principles and practice of structural equation maodeling [M]. New York; Guilford Press.
124 侯杰泰,温忠麟和成子娟：结构方程模型及其应用[M].北京：教育科学出版社,2004
25 温忠麟、张雷、侯泰杰、刘红云：中介效应检验程序及其应用[J].心理学报,2004(5)
[1]Albert S,Ashforth B E,Dutton J E.Organizational identity and identification: charting new waters and building new bridges[J].The Academy of Management Review,2000,25(1):13-17.
[2]Argyris C,Schon D. Organizational Learning'A Theory of Action Perspective Massachusetts[J]:Addison-Wesley,1978,55-64.
[3]Ashforth B E,Mael F A.Social identity theory and the organization[J]. Academy of Management Review,1989,14(1):20-39.
[4]Bakker Arnold B,Schaufe li,Wilmar B,Leiter Michael Petal.Work engagement:An emerging concept in occupational health psychology[J] work & Stress,2008,22:187-200.
[5]Barker J R,Tompkins P. Identification in self-managing organizations. Human Communication Research[J],1994,21(2):223-240.
[6]Becheikh N,Landry R.,Amara N.Lessons from innovation empirical studies in the manufacturing sector:A systematic review of the literature from 1993-2003. Technovation[M],26(5-6),644-664.
[7]Best J,Nelson E E.Nostalgia and discontinuity:A test of the Davis hypothesis. Sociology and Social Research[M],1985,69(2):221-233.
[8]Bowen D E,Ledford G E Jr,Nathan B R. Hiring for the organizat ion not the job[J]. Academy of Management Execut ive,1991,5:35-51.
[9]Bretz R D,Judge T A.Person-organization fit and the theory of work adjustment:Implication for satisfaction,tenure,and career success[J]. Journal of Vocational behavior,1994,44:32-54.
[10]Britt TW,Bartone P T,Adler A B. Deriving benefits from stressful events: The role of engagement in meaningful work and hardiness[J] Journal of Occupational Health Psychology,2001,6(1):53-63.
[11]Brown B,Perry S.Removing the financial performance Halo from Fortunes"Most Admired" companies [J]. Academy of M anagement Journa,1994,(37):1347-1359.
[12]Bullis C,Tompkins P K.The forest ranger revisited:A study of control practices and identification. Communication Monographs[J],1989,56(4): 287-306.
[13]Burt.R.S. Structure Holes:The Social Structure of Competition [M].Cambridge,MA:Harvard University Press,1992.
[14]Burt.R.S.The net work strueture of social capital[J].Research in organizational behavior,2000,22:345-423.
[15]C.Martire.study quoted in "America's Most Admired Corporations" [J].Fortune,1993,2 (8):44-53.
[16]Cable D M,Derue D S.The Convergent and Discriminant Validity of Subjective fit Perception[J]. Journal of Applied Psychology,2002,87: 875-884.
[17]Cheney G,Tompkins P K. Coming to terms with organizational identification and Commitment[J]. Central States Speech Journal,1987,38(1):1-15.
[18]Cheney G. The rhetoric of identification and the study of organizational communication[J].Quarterly Journal of Speech,1983,69(2):143-158.
[19]Corley K QGioia D A. Identity ambiguity and change in the wake of a corporate spin-off[J].Administrative Science Quarterly,2004,49(2):173-208.
[20]Demerout I E,eta.l Burnout and engagement at work as a function of demands and control [J]. Scandinavian Journal Of Work,Environment& Health,2001,27(4):279-286.
[21]Demerout.I.E,A.B.Bakker,Fnachre IN.E.R,W.B.Schaufeli.The job demands-resources model of burnout[J] Journal Of Applied Psychology, 2001,86(3):499-512.
[22]DENISON D R,M ISHRA A H. Toward a Theory of Or ganizational Culture and Effectiveness[J].Organization Science,1995,6(2):204-223.
[23]Dick R V,Wagner U,Stellmacher J.etal.The utility of a broader conceptualization of organizational identification:which aspect s really matter?[J]. Journal of Occupational and Organizational Psychology,2004, 77(2):171-191.
[24]Dukerich J M,Golden B R,Shortell S M. Beauty is in the eye of the beholder: The impact of organizational identification, identity, and image on the cooperative behaviors of physicians[J].Administrative Science Quarterly, 2002,47(3):507-533.
[25]Dutton J E,Dukerich J M,Harquail C.Organizational images and member identification[J].ministrative Science Quarterly,1994,39(2):239-263.
[26]Dutton J,Dukerich J. Keeping an eye on the mirror:Image and identity in organizational adaptation[J].Academy of Management Journal,1991,34(3): 517-554.
[27]Edwards J R..Person-job fit:A conceptual int egrat ion,literature review and methodological critique[J]. International Review of Indust rial/Organizat ional Psychology,1991,6-.283-357.
[28]Elsbach K D.Managing organizational legitimacy in the California cattle industry.The construction and effectiveness of verbal accounts[J]. Administrative Science Quarterly,1994,39(1):57-88.
[29]Fiol C M,O'Connor E J.When hot and cold collide in radical change processes:Lessons from community development[J]. Organization Science, 2002,13(5):532-549.
[30]Fiol M C. Managing culture as a competitive resource:An identity-based view of sustainable competitive advantage [J]. Journal of Management, 1991,17(1):191-211.
[31]Fisher R J,Wakefield K. Factors leading to group identification:A field study of winners and losers [J].Psychology and Marketing.1998,15(1): 23-40.
[32]Fombrun,C.J.Reputation.Realizing value from the corporate image[J]. Boston:Harvard Business school press,1996.
[33]Gioia D A,Schultz M,Corley K G.Organizational identity:Image and adaptive instability[J].Academy of Management Review,2000,25(1):63-81.
[34]Golden-Biddle K,Rao H.Breaches in the boardroom:Organizational identity and conflicts of commitment in a nonprofit organization[J].Organization Science,1997,8(6):593-609.
[35]Granovetter,M.Economic Action and Social Structure:The Problem of embeddedness[J].American Journal of Sociology.1991.
[36]Granovetter,Mark S.The Strength of Weak Ties[J].American Journal of Sociology,1973,78(6):1360-1380.
[37]Graves S,addock S. Institutional owners and corporate social performance [J] Academy of Management Journal,1994,37 (4):1034-1046.
[38]Higgins C A, Judge T A. The effect of applicant influence tactics, recruiter perception of fit and hiring recommendation:A Field study[J]. Journal of applicant psychology,2004,89(4):622-632.
[39]Hofstede G,Neuijen B,OhayvD D,eta. Measuring organizational culture:A qualitative and quantitve study across twenty cases[J].Administrative Science Quarterly,1990,35(2):286-316.
[40]Hofstede G. Cultures and Organization:Software of the Mind[M]. Berkshire: McGraw-Hill Book Company,1991.
[41]Humphreys M,Brown A D.Narratives of organizational identity and identification:A case study of hegemony and resistance[J].Organization Studies,2002,23(3):421-447.
[42]Hunt D M,Michael C.Mentorship:A career training and development tool[J]. Academy of Management Review,1983,8(3):475-485.
[43]Hyun Jeong Kim,Kang Hyun Shin,Nancy Swanger.Burnout and engagement: a comparative analysis using the big five personality dimensions [J].International Journal Of Hospitality Management,2009,28 (1):96-104.
[44]Kahn w A.Psychological conditions of personal engagement and disengagement at work [J]. Academy of Management Journal 1990,33(4): 692-724.
[45]Kalliath T J, Bluedon A C,Strube M J. A test of value congruence effect [J] Journal of organizat ion Behavior,1999,20:1175-1198.
[46]Kanungo R N. Measurement of Job and Work Involvement[J] Journal of Applied Psychology,1982,67(3):341-350.
[47]Kolb,D.A.,Experiential Learning:Experience as the Source of Learning and Development.Englewood Cliffs,N.J.:Prentice-Hall,1984 (38)
[48]Kreiner G E,Ashforth B E.Evidence toward an expanded model of organizational identification Journal of Organizational Behavior,2003,25(1): 1-27.
[49]Kreiner G E,Hollensbe E C,Sheep M L. Where is the "me"among the "we"? Identity work and the search for optimal balance[J].Academy of Management Journal,2006,49(5):1031-1057.
[50]Kristof A L.Person-organization fit:An integrative review of its conceptualizations,measurement,and implications[J]. Personnel Psychology, 1996,49:1-49.
[51]Landry R,Amara N,Lamari M. Utilization of Social Science Research Knowledge in Canada[J].Research Policy,2001,30:333-349.
[52]Langelaan S,Bakker A B,Vanl J P Doornen,etal.Burnout and work engagement:do individual differences make a difference[J].Personality And Individual Differences,2006,40(3):521-532.
[53]Lawler E E,HallD T. Relationship of Job Characteristics to Job Involvement Satisfaction and Intrinsic Motivation[J].Journal of Applied Psychology, 1970,54(4):305-312.
[54]Lee T W,Mitchell T R,Sablynsk i C J,Burton J P,etal The effects of job embeddedness on organizational citizenship job performance,volitional absences,and vountary turnover[J].Academy of Management Journal 2004,47(5):711-722.
[55]Lin Nan,Walter M. Ensel and John C.Vaughn.Social Resources and Strength of Ties:Structural Factors in Occupational Status Attainment[J].American Sociological Review,1981,46.
[56]LLORENS.S,etal.Does a positive gain spiral of resources,efficacy beliefs and engagement exist[J].Computers In Human Behavior,2007,23 (1):825-841.
[57]Mael F,Ashforth B E.Alumni and their alma mater:A partial test of the reformulated model of organizational identification[J].Journal of Organizational Behavior,1992,13(2):103-123.
[58]Maslach C,Leiter MP. The truth about burnout[J].SanFrancisco:Jossey Bass,1997:321-325.
[59]Maslach C,SCHAUFEL IW B,LE ITER M P.Job burnout[J].Annual Review of Psychology,2001,52(1):397-422.
[60]Mauno S,Kinnunen U,Ruololainen M.Job demands and resources as antecedents of work engagement:a longitudinal study[J] Journal Of Vocational Behavior,2007,70(1):149-171.
[61]May.D.R,Gilson.R.L,Harter.L.M.The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work[J] Journal Of Occupational&Organizational Psychology, 2004,77(1):11-37.
[62]ME ijman T F,MULDER GPsychological aspects of work load,In sabinesonnentag.Recovery,work engagement,and proactive behavior:a new look at the in terface between nonwork and work[J] Journal Of Applied Psychology,2008,88(3):518-528.
[63]Mignonac K,Herrbach O,Guerrero S. The interactive effects of perceived external prestige and need for organizational identification turnover intentions[J]. Journal of Vocational Behavior,2006,69:477-493.
[64]Mitchell J C. The Concept and Use of S ocial Net work,in Social Net work in Urban Situations [M]. Manchester:Manchester University Press,1969.
[65]Mitchell Terence R,Holtom B rooks C,Lee Thomas W. Why people stay: Using job embeddedness to predict voluntary turnover[J].Academy of Management Journal.2001,44(6):102-121.
[66]Muchinsky P M,MonahanC J.What is person-environment congruence? Supplementary versus complementary models of fit[J] Journal of Vocational Behavior,1987,31:268-277.
[67]O'Reilly C A,Chatman J A,Caldwell D.People and Organizational Culture:A Profile Comparison Approach to Assessing Person-Organization fit[J].Academy of Management Journal,1991,34:487-516.
[68]O'Reilly C.Chatman J.Organizational commitment and psychological attachment:The effect of compliance,identification and internalization on pro-social behavior[J]. Journal of Applied Psychology,1986,71(3):492-499.
[69]Ostroff C,Rothausen T J.Tenures role in fit:An individual and organizational level analysis[J].Paper presented at the 10th Annual Conference of the Societ y f or Indust rial and Organization Psychology,Orlando,FL.
[70]P W Roberts,GR Dowling.Corporate reputation and sustained superior financial performance [J].Strategic manage ent journa,2002,(23):1077-1093.
[71]P.罗宾斯.组织行为学(第五版)[M].北京：清华大学出版社,2003.
[72]Paullay I M,Alliger G M. Stone-Romero E F. Construct validation of tow instruments designed to measure job involvement and work centrality [J]. Journal o f Applied Psychology,1994,79(2):224-228.
[73]Peters T,WATERMAN R. In Search of Excellence[M].New York:Harper and Row,1982.
[74]Pettigrew A M. On studying organizational cultures[J].Administrative Science Quarterly,1979,24:570-581.
[75]Piaget,J,Structuralism[M].New York:Basic Books,1970.
[76]Pienaar.J,Willemse.S.A. Burnout,engagement,coping and general health of service employees in the hospitality industry [J].Tourism Management, 2008,29(6):1053-1063.
[77]Pierre Bourdieu.1989.Social Space and Symbolic Power.Social Theory, [M]Vol.7.No.114-25.
[78]Posner B Z.Person-organization values congruence:No support for individual differences as a moderat ing influence[J]. Human Relation,1992, 45:351-361.
[79]Pratt M G,Foreman P O.Classifying managerial responses to multiple organizational identities [J]. Academy of Management Review,2000,25(1): 18-42.
[80]Pratt M G,Rockmann K W,Kaufmann J B. Constructing professional identity: the role of work and identity learning cycles in the customization of identity among medical residents[J].Academy of Management Journal,2006, 49(2):235-262.
[81]Ravasi D,Schultz M.Responding to organizational identity threats:exploring the role of organizational culture[J].Academy of Management Journal, 2006,49(3):433-458.
[82]Riketta M. Organizational identification:a meta-analysis[J] Journal of Vocational Behavior,2005,66:358-384.
[83]Rothbard N P. Enriching or depleting? The dynamics of engagement in work and family roles [J].Administrative Science Quarterly,2001,46(4):655-684.
[84]S.rothmann,Joubert JH M. Job demands, job resources,burnout and work engagemen t of managers at a plat inummine in the NorthWest Province[J]. South African Journal Of Business Management,2007,38(3):49-62.
[85]S.rothmann,Steynl J,Mosrert K. Job stress,sense of coherence and work wellness in an electricity supply organization[J].South African Journal Of Business Managem ent,2005,36(1):55-64.
[86]Sabine Sonnentag.Recovery,work engagement, and proactive behavior:a new look at the interface between nonwork and work[J]. Journal Of Applied Psychology,2008,88(3):518-528.
[87]Saleh S D,hosek J. Job involvement:Concepts and measurements[J]. Academy of Management Journal.1976,19:213-224.
[88]Sass J S,Canary D J. Organizational commitment and identification:An examination of conceptual and operational convergence [J]. Western Journal of Speech Communication,1991,55(3):275-293.
[89]Schaufeli W B, Bakker A B. Job demands, job resources.and their relationship with burnout and engagement:Amulti-sample study [J]. Journal of Organizational Behavior,2004,25(3):293-315.
[90]Schaufeli W B,Salanova M,Gonza. lezRoma V.The measurement of engagement and burnout and:A confirm ativeanalytic approach[J] Journal of Happiness Studies,2002,3(1):71-92.
[91]Scott S G,Lane V R. A stakeholder approach to organizational identity[J]. Academy of Management Review,2000,25(1):43-62.
[92]Sillince J A. Resources and organizational identities:The role of rhetoric in the creation of competitive advantage[J].Management Communication Quarterly,2006,20 (2):186-212.
[93]Sluiter.J.K,Vander Beek. A. J,Frings-Dresen M H W.The influence of work characteristics on the need for recovery and experienced health:a study on coach drivers [J]. Ergonomics,1999,42 (4):573-583.
[94]Sluss D J,Ashforth B E. Relational identity and identification:defining ourselves through work relationships[J]. Academy of Management Review, 2007,32(1):9-32.
[95]Smidts A,Riel C,Pruyn A. The impact of employee communication and perceived external prestige on organizational identification[J].Academy of Management Journal,2001,49(5):1051-1062.
[96]Smith,eta. Debunking the ideal worker myth:effect of temporal flexibility& family configuration on engagement J]. Academy Of Management Proceedings,2007(1):1-6.
[97]Starkey K,Tempest S and McKinlay A.How Organizations learn[J].London:Thomson Learning,2004,239-240.
[98]T ziner A.Congruency issue retested using Finerman vs achievement climate notion[J]. Journal of Social Behavior and Personality,1987,2:63-78.
[99]Vancouver J B,Schmit t N W. An exploratory examination of person-organization fit:Organization goal congruence[J].Personnel Psychology,1991,44:333-352.
[100]Vigoda-Gadot E,Ben-Zion E.Bright shining stars:The Mediating Effect of organizational Image on the Relationship btween Work variables and army officers,Intentions to leave the service for a job in High-tech Industry[J].Public Personnel Management,2004,33:201-224.
[101]Whetten D A,Mackey A. A social actor conception of organizational identity and its implications for the study of organizational reputation[J]. Business and Society,2002,41(4):393-414.
[102]XIN K,TSUI A S,HUI W. Corporate Culture in State Owned Enterpr ises: An Inductiv e Analyses of Dimensions and Influences[C]. TSUI A S,LAU CM. Manag ement of Enterprises in the People's Republic of China. Kluwer Academic Press,2002:1-35.
[103]Yeung,Irene Y.M. and Tung,Rosalie L.1996. Achieving Business Success in Confucian Societies:The Importance of Guanxi(Connections). Organizational Dynamics,25(2),54-65:54.
[104]甘源媛等.中文版“工作投入量表”测量信度的分析[J].湖南农业大学学报(社会科学版).2011,12(3)：62-65.
[105]林家五.认同与决策行为[J](2003),组织行为研究在台湾—三十年回顾与展望,鄞伯壎、姜定宇,郑弘岳编,桂冠图书,2003,253-280.
[106]林琳.212作投入研究现状与展望[J].管理评论,2008(3)：8-15.
[107]龙立荣,赵慧娟.个人—组织价值观匹配研究：绩效和社会责任的优势效应[J].管理学报,2009(6)：767-772.
[108]罗家德,2008,组织与管理研究的实证方法-社会网络与社会资本[M],陈晓萍、徐淑英与樊景立主编,358-378.
[109]缪荣,茅宁.公司声誉管理模型探讨[J].管理现代化.2003(3)：20-23.
[110]谭小宏,秦启文.组织价值观结构的实证研究[J].心理科学,2009,32(2)：484-486.
[111]王春梅.馆员的工作投入及其提高策略初探[J].图书馆工作与研究,2008(2)：99-101.
[112]魏钧,张德.中国传统文化影响下的个人与组织契合度研究[J].管理科学学报,2006,9(6)：87-96.
[113]徐金发,刘靓.企业声誉定义及测量研究综述[J].外国经济与管理.2004(9),25-30.
[114]张彬；陈加洲.工作投入、工作卷入与工作嵌入的研究综述[J].华东经济管理；2009(12),50-53.
[115]张轶文,甘怡群.中文版Utrech工作投入量表(UWES)的信效度检验[J].中国临床心理学杂志,2005,13(3)：268-270.
[116]郑伯埙.组织文化价值观的数量衡鉴[J].中华心理学刊,1990(32)：3149.
[117]庄媛嘉,林惠彦.个人与环境适配对工作态度与行为之影响[J].台湾管理学刊,2005,5(1)：123-148.
[118]A·班杜拉(林颍等译).思想和行为的社会基础——社会认知论(上册)[M].上海：华东师范大学出版社,2001.
[119]榜样还有力量吗[J].当代工人,2007(4)：18-20.
[120]边燕杰,丘海雄.企业的社会资本及其功效[J].中国社会科学,2000(2)：87-99.
[121]陈荣德.组织内部社会网络的形成与影响：社会资本观点[D].中国台湾：“国立中山大学”博士学位论文,2004
[122]董学敏.非正式组织的形成动因及管理策略研究[J].北方经贸,2007(7)：54-57
[123]弗雷德·鲁森斯.组织行为学[M].第9版.王垒,译.北京：人民邮电出版社,2003,335-336
[124]何立,凌文辁.领导风格对员工工作绩效的作用：组织认同和工作投入的影响[J].企业经济,2010(11)：65-68.
[125]何立,凌文辁.企业不同类型组织文化对员工组织认同与工作投入的影响作用研究[J].科学学与科学技术管理,2008(10)：139-143.
[126]黄发恭.论对非正式组织的非正式管理.荆州师范学院学报(社会科学版),2003(3),16-19.
[127]焦海涛,宋广文,潘孝富.中学组织气氛与教师工作投入关系研究[J].中国健康心理学杂志,2008(16)：329-331.
[128]雷军.工作态度与教师绩效的关系研究[D].北京师范大学,2004.
[129]李爱国,彭长征.社会大转型时期的非正式组织再造[J].经济管理,2002(6)：16-20.
[130]李保东,王彦斌.个体价值追求对组织认同影响模型[J].统计与信息论坛,2009(5)：80-83.
[131]李斌.领导行为与员工组织认同的关系研究[J].经营与管理,2012(2)：90-92.
[132]李富业等.公安民警工作投入量表中文版信效度评价[J].中国公共卫生,2013(1),97-99.
[133]李金波,许百华,陈建明.影响员工工作投入的组织相关因素研究[J].应用心理学,2006(12),176-181.
[134]李金平.组织气候对员工工作投入和组织承诺影响的实证研究[D].四川大学,2007.
[135]李民.浅析非正式组织及管理对策[J].江苏水利,2010(2),45-46.
[136]李锐,凌文栓.工作投入研究的现状[J].心理科学进展,2007,15(2)：366-372.
[137]李焱,魏峰.高绩效人力资源实践有助于组织认同?——一个被中介的调节作用模型[J].管理世界,2011(2),109-117.
[138]李永鑫,申继亮,张娜.组织认同问卷(OIQ)在教师样本中的修订[J].心理与行为研究2008,6(3)：176-181.
[139]李永鑫,张娜,申继亮.Mael组织认同问卷的修订及其与教师情感承诺的关系[J].教育学报,2007(6)：29-33.
[140]梁小威,廖建桥,曾庆海.基于工作嵌入核心员工组织绩效—自愿离职研究模型的拓展与检验[J].管理世界,2005(7)：106-115.
[141]林庆民.榜样的力量是无穷的[J].人民论坛,1997(5),35.
[142]刘楼：组织内社会网络、中心度与任务绩效[M],广州：中山大学出版社,2008.
[143]罗源人.榜样的力量,其实是有限的[J].青年记者,2008(8),23.
[144]秦川牛.榜样的力量不是”无穷”的[J].思想政治工作研究,2009(1),63.
[145]沈伊默.从社会交换的角度看组织认同的来源及效益[J].心理学报,2007(5),918-925.
[146]斯蒂芬·P·罗宾斯.组织行为学[M].第10版.孙建敏,李原,译.北京：中国人民大学出版社,2005.
[147]宋思根.试论利益性非正式组织[J].生产力研究,2004(1)：159-160.
[148]孙健敏,姜铠丰.中国背景下组织认同的结构——一项探索性研究[J].社会学研究,2009(1)：184-216.
[149]孙耀君,管立维.西方管理学名著提要[M].江西人民出版社,1995.
[150]汪晗.中学教师工作投入及其相关因素的关系[D].河南大学,2007.
[151]王道俊,王汉澜.教育学[M].人民教育出版社,2004.
[152]王立生.社会资本、吸收能力对知识获取和创新绩效的影响研究[D].杭州：浙江大学管理学院,2007.
[153]魏钧,陈中原,张勉.组织认同的基础理论、测量及相关变量[J].心理科学进展,2007(6)：948-955.
[154]魏钧.主观幸福感对知识型员工组织认同的影响[J].科研管理,2009(2)：171-178.
[155]徐碧琳,宋爱玲.非正式组织成因的实证研究[J].现代财经,2005(4)：56-61.
[156]徐艳,朱永新.中国员工工作投入的现状研究[J].商场现代化,2007(1)：67-68.
[157]徐艳.企业员工工作投入的问卷编制以及现状调查[D].苏州大学,2006.
[158]杨国枢.中国人的心理与行为：本土化研究[M].北京：中国人民大学出版社,2004.
[159]杨辉.上级支持感和员工工作卷入：上级情感承诺的中介作用[D].河南大学,2007.
[160]杨宜音.文化认同的独立性和动力性：以马来西亚华人文化认同的演进与创新为例.张存武,汤熙勇主编.海外华族研究论集(第三卷).文化教育与认同[M].台北：华侨协会总会出版,2002,407-420.
[161]游文慧.社会资本与组织认同关系探讨[J].重庆科技学院学报(社会科学版),2007(6)：85-87.
[162]张英奎.孙军.现代管理(第1版)[M].清华大学出版社,2004.
[163]赵翰章.德育论[M].吉林教育出版社,1987.
[164]周劲波,黄胜.社会资本与知识创新间关系的实证研究框架[J].科学学与科学技术管理,2009(3)：111-116.
[165]朱丽莎.组织中非正式群体以及管理对策[J].科技进步与对策,2001(4)：60-61.
[166]朱青松,陈维政.员工价值观与组织价值观：契合衡量指标与契合模型[J].中国工业经济,2005(5)：88-95.
2 Mitchell J C. The Concept and Use of S ocial Net work, in Social Net work in Urban Situations[M]. Manchester:Manchester Universit y Press,1969.
3 Granovetter, Mark S.1973. The Strength of Weak Ties. [J] American Journal of Sociology,78(6): 1360-1380.
4 Pierre Bourdieu.1989.Social Space and Symbolic Power.Social Theory, [M]Vol.7.No.114-25
5 刘楼,组织内社会网络、中心度与任务绩效[M],广州：中山大学出版社,2008
6 Granovetter, M:Economic Action and Social Structure:The Problem of embeddedness [J]. American Journal of Sociology.1991.
7 罗家德,2008,社会网络与社会资本,收录于组织与管理研究的实证方法,陈晓萍、徐淑英与樊景立主编,358-378
8 Granovetter, Mark S.1973. The Strength of Weak Ties. [J] American Journal of Sociology,78(6): 1360-1380.
9 Burt.R.S. Structure Holes:The Social Structure of Competition [M].Cambridge, MA:Harv ard University Press,1992
10 Burt.R-S.The net work structure of social capital.[J].Research in organizational behavior,2000,22:345-423.
11 Lin, Nan, Walter M. Ensel and John C.Vaughn.Social Resources and Strength of Ties:Structural Factors in Occupational Status Attainment J] American Sociological Review,1981.46.
12 陈荣德.组织内部社会网络的形成与影响：社会资本观点[D].中国台湾：“国立中山大学”博士学位论文,2004.
13 Landry R, Amara N, Lamari M. Utilization of Social Science Research Knowledge in Canada[J]. Research Policy,2001,30:333-349.
14 Becheikh, N., Landry, R., & Amara, N. (2006). Lessons from innovation empirical studies in the manufacturing sector:A systematic review of the literature from 1993-2003. Technovation,26(5-6),644-664.
15 边燕杰,丘海雄.企业的社会资本及其功效[J].中国社会科学,2000(2)：87-99.
16 周劲波,黄胜.社会资本与知识创新间关系的实证研究框架[J].科学学与科学技术管理,2009(3)：111-116.
17 王立生.社会资本、吸收能力对知识获取和创新绩效的影响研究[D].杭州：浙江大学管理学院,2007.
18 惠青,邹艳.产学研合作创新网络、知识整合和技术创新的关系研究[J].软科学,2010(3)：85-89
19 斯蒂芬·P·罗宾斯.组织行为学[M].第10版.孙建敏,李原,译.北京：中国人民大学出版社,2005
20 孙耀君,管立维.西方管理学名著提要[M].江西人民出版社,1995
21 张英奎.孙军.现代管理[M].清华大学出版社,2004年10月第1版
22 黄发恭.论对非正式组织的非正式管理.荆州师范学院学报(社会科学版),2003(3),16-19
23 李民.浅析非正式组织及管理对策[J].江苏水利,2010(2),4546
24 弗雷德·鲁森斯.组织行为学[M].第9版.王垒,译.北京：人民邮电出版社,2003,335-336
25 朱丽莎.组织中非正式群体以及管理对策[J].科技进步与对策,2001(4)
26 李爱国,彭长征.社会大转型时期的非正式组织再造[J].经济管理,2002(6)
27 宋思根.试论利益性非正式组织[J].生产力研究,2004(1)
28 徐碧琳,宋爱玲.非正式组织成因的实证研究[J].现代财经,2005(4)
29 《现代汉语词典》,中国社会科学院语言研究所词典编辑室编,商务印书馆2005年版,第15页
30 赵翰章.德育论.吉林教育出版社1987年版,124
31 王道俊,王汉澜.教育学[M].人民教育出版社2004年版,230
32 林庆民榜样的力量是无穷的[J].人民论坛,1997,(5)
33 秦川牛.榜样的力量不是“无穷”的[J].思想政治工作研究,2009,(1).
34 罗源人.榜样的力量,其实是有限的[J].青年记者,2008,(8).
35 榜样还有力量吗[J]. 当代工人,2007,(4).
36 Argyris,C.and Schon,D.,Organizational Learning'A Theory of Action Perspective Massachusetts[J]:Addison-Wesley,1978
37 Piaget,J.,Structuralism[M].New York:Basic Books,1970
38 Kolb,D.A.,Experiential Learning:Experience as the Source of Learning and Development.Englewood Cliffs,N.J.:Prentice-Hall,1984 (38)
39 Starkey,K.,Tempest,S.and McKinlay,A.,How Organizations learn.London:Thomson Learning,2004,239-240
40 A·班杜拉(林颍等译).思想和行为的社会基础——社会认知论(上册)[M].上海：华东师范大学出版社,2001.
C.Martire.study quoted in "America's Most Admired Corporations" [J].Fortune,1993,2 (8):44-531
42 Graves S, addock S. Institutional owners and corporate social perform ance [J] l Academy ofM anagement Journa,l 1994,37 (4):1034-1046.
43 P W Roberts, GR Dowling.Corporate reputation and sustained superior financial performance [J].Strategic manage ent journa,l 2002, (23):1077-1093.
44 Brown B, Perry S. Removing the financial performance Halo from Fortunes"Most Admired" companies[J] 1 Academy of M anagement Journa,1994, (37):1347-1359.
45 Fombrun,C.J.Reputation; Realizing value from the corporate image.Boston:Harvard Business school press,1996
46 杨宜音.文化认同的独立性和动力性：以马来西亚华人文化认同的演进与创新为例.张存武,汤熙勇主编.海外华族研究论集(第三卷).文化教育与认同.台北：华侨协会总会出版,2002.407420
47 Ashforth B E, Mael F A. Social identity theory and the organization[J]. Academy of Management Review, 1989,14(1):20-39
48 O'Reilly C, Chatman J. Organizational commitment and psychological attachment:The effect of compliance, identification and internalization on pro-social behavior[J]. Journal of Applied Psychology,1986, 71(3):492-499
49 Riketta M. Organizational identification:a meta-analysis[J].Journal of Vocational Behavior,2005,66: 358-384
50 魏钧,陈中原,张勉.组织认同的基础理论、测量及相关变量[J].心理科学进展,2007,(6).
51 Gioia D A, Schultz M, Corley K G. Organizational identity:Image and adaptive instability [J]. Academy of Management Review,2000,25(1):63-81
52 Sluss D J, Ashforth B E. Relational identity and identification:defining ourselves through work relationships[J]. Academy of Management Review,2007,32(1):9-32
53 Fiol C M, O'Connor E J. When hot and cold collide in radical change processes:Lessons from community developmen[J]. Organization Science,2002,13(5):532-549
54 Dutton J, Dukerich J. Keeping an eye on the mirror:Image and identity in organizational adaptation[J]. Academy of Management Journal,1991,34(3):517-554
55 Whetten D A, Mackey A. A social actor conception of organizational identity and its implications for the study of organizational reputation. [J] Business and Society,2002,41(4):393-414
5 Cheney G The rhetoric of identification and the study of organizational communication. [J] Quarterly Journal of Speech,1983,69(2):143-158
5 Corley K Q Gioia D A. Identity ambiguity and change in the wake of a corporate spin-off[J]. Administrative Science Quarterly,2004,49(2):173-208
58 Kreiner G E, Hollensbe E C, Sheep M L. Where is the "me"among the "we"? Identity work and the search for optimal balance[J]. Academy of Management Journal,2006,49(5):1031-1057
59 Mael F, Ashforth B E. Alumni and their alma mater:A partial test of the reformulated model of organizational identification[J]. Journal of Organizational Behavior,1992,13(2):103-123
60 Fisher R J, Wakefield K. Factors leading to group identification:A field study of winners and losers[J]. Psychology and Marketing.1998,15(1):23-40
61 Dutton J E, Dukerich J M, Harquail C.V. Organizational images and member identification. Administrative Science Quarterly,1994,39(2):239-263
62 何立,凌文辁.企业不同类型组织文化对员工组织认同与工作投入的影响作用研究[J].科学学与科学技术管理,2008,(10).
63 何立,凌文辁.领导风格对员工工作绩效的作用：组织认同和工作投入的影响[J].企业经济,2010,(11).
64 李斌.领导行为与员工组织认同的关系研究[J].经营与管理,2012(2)
65 李皴,魏峰.高绩效人力资源实践有助于组织认同?——一个被中介的调节作用模型[J].管理世界,2011,(2).
66 何显富,蒲云,薛英.企业社会责任对员工组织公民行为的影响：员工组织认同感和工作投入的中介作用[J].西南交通大学学报,2011,(5).
67 游文慧.社会资本与组织认同关系探讨[J].重庆科技学院学报(社会科学版),2007,(6).
68 沈伊默.从社会交换的角度看组织认同的来源及效益[J].心理学报,2007,(5).
69 Hunt D M, Michael C. Mentorship:A career training and development tool. Academy of Management Review,1983,8(3):475-485
70 Best J, Nelson E E. Nostalgia and discontinuity:A test of the Davis hypothesis. Sociology and Social Research,1985,69(2):221-233
71 魏钧.主观幸福感对知识型员工组织认同的影响[J].科研管理,2009,(2).
72 李保东,王彦斌.个体价值追求对组织认同影响模型[J].统计与信息论坛,2009,(5).
73 Smidts A, Riel C, Pruyn A. The impact of employee communication and perceived external prestige on organizational identification. Academy of Management Journal,2001,49(5):1051-1062
74 魏钧,陈中原,张勉.组织认同的基础理论、测量及相关变量[J].心理科学进展,2007(6)
75 Mignonac K, Herrbach O, Guerrero S. The interactive effects of perceived external prestige and need for organizational identification turnover intentions. Journal of Vocational Behavior,2006,69:477-493
76 Dick R V, Wagner U, Stellmacher J, et al. The utility of a broader conceptualization of organizational identification:which aspect s really matter? Journal of Occupational and Organizational Psychology,2004, 77(2):171-191
77 林家五.认同与决策行为[J](2003),组织行为研究在台湾—三十年回顾与展望.鄭伯壎、姜定宇,郑弘岳编,桂冠图书,2003253-280
78 Kreiner G E, Ashforth B E. Evidence toward an expanded model of organizational identification Journal of Organizational Behavior,2003,25(1):1-27
79 Elsbach K D, Managing organizational legitimacy in the California cattle industry:The construction and effectiveness of verbal accounts. Administrative Science Quarterly,1994,39(1):57-88
80 Cheney G, Tompkins P K. Coming to terms with organizational identification and Commitment. Central States Speech Journal,1987,38(1):1-15
81 Sass J S, Canary D J. Organizational commitment and identification:An examination of conceptual and operational convergence. Western Journal of Speech Communication,1991,55(3):275-293
82 Bullis C, Tompkins P K. The forest ranger revisited:A study of control practices and identification. Communication Monographs,1989,56(4):287-306
83 Barker J R, Tompkins P. Identification in self-managing organizations. Human Communication Research, 1994,21(2):223-240
84 李永鑫,张娜,申继亮.Mael组织认同问卷的修订及其与教师情感承诺的关系[J].教育学报,2007,(6).
85 李永鑫,申继亮,张娜.组织认同问卷(OIQ)在教师样本中的修订[J].心理与行为研究2008,6(3)：176-181
86 孙健敏,姜铠丰.中国背景下组织认同的结构—一项探索性研究[J].社会学研究,2009,(1).
87 魏钧,陈中原,张勉.组织认同的基础理论、测量及相关变量[J].心理科学进展,2007,(6).
88 Kahn w A, Psychological conditions of personal engagement and disengagement at work [J]. Academy of Management Journal 1990,33(4):692-724.
89 Bakker Arnold B, Schaufe li,Wilmar B, Leiter Michael Petal, Work engagement:An emerging concept in occupational health psychology [J] work & Stress,2008,22:187-200.
90 徐艳.企业员工工作投入的问卷编制以及现状调查fDl.苏州大学,2006.
91 焦海涛,宋广文,潘孝富.中学组织气氛与教师工作投入关系研究[J].中国健康心理学杂志,2008,16.329-331.
92 Britt TW, Bartone P T, Adler A B. Deriving benefits from stressful events:The role o f engagement in meaningful work and hardiness. Journal of Occupational Health Psychology,2001,6(1):53-63.
93 Paullay I M, Alliger G M. Stone-Romero E F. Construct validation of tow instruments designed to measure job involvement and work centrality [J]. Journal o f Applied Psychology,1994,79(2):224-228.
92 李锐,凌文栓.工作投入研究的现状[J].心理科学进展,2007,15(2)：366-372.
95 Maslach C, Leiter MP. The truth about burnout. SanFrancisco:Jossey Bass,1997:321-325.
96 Langelaan S, Bakker A B, Vanl J P Doornen, etal Burnout and work engagement:do individual differences make a difference [J]. Personality And Ind ividual Differences,2006,40(3):521-532
97 Hyun Jeong Kim, Kang Hyun Shin, Nancy Swanger. Burnout and engagement:a comparative analysis using the big five personality dimensions [J].International Journal Of Hospitality Management,2009,28 (1):96-104
98 Sluiter.J.K, Vander Beek. A. J, Frings-Dresen M H W.The influence of work characteristics on the need for recovery and experienced health:a study on coach drivers [J]. Ergonomics,1999,42 (4):573-583
99 Sabine Sonnentag.Recovery, work engagement, and proactive behavior:a new look at the interface between nonwork and work[J]. Journal Of Applied Psychology,2008,88(3):518-528
100 Meiman T F, Mulder G. Psychological aspects of work load. In sabinesonnentag. Recovery, work engagement,and proactive behavior.a new look at the in terface between nonwork and work [J].Journal Of Applied Psychology,2008,88(3):518-528
101 May.D.R,Gilson.R.L, Harter.L.M. The psychological conditions of meaningfulness, safety and availability and the engagemen t of the human spirit at work [J]. Journal of Occupational&Organizational Psychology, 2004,77(1):11-37
102 LLORENS.S, eta.l Does a positive gain spiral of resources, efficacy beliefs and engagement exist [J]. Computers In Human Behavior,2007,23 (1):825-841
103 Pienaar.J,Willemse.S.A. Burnout,engagement, coping and general health of service employees in the hospitality industry [J].Tourism Management,2008,29(6):1053-1063
104 S.rothmann, Steynl J, Mosrert K. Job stress, sense of coherence and work wellness in an electricity supply organization [J]. South African Journal Of Business Managem ent,2005,36(1):55-64
105 Mauno S, Kinnunen U, Ruololainen M. Job demands and resources as antecedents of work engagement:a longitudinal study [J]. Journal Of Vocational Behavior,2007,70(1):149-171
106 汪晗.中学教师工作投入及其相关因素的关系[D].河南大学,2007.
107 Demerout.I.E, A.B.Bakker, Fnachre IN.E.R, W.B.Schaufeli. The job demands-resources model of burnout [J] Journal Of Applied Psychology,2001,86(3):499-512
108 Schaufeli W B, Bakker A B. Job demands, job resources,and their relationship with burnout and engagement:Amulti-sample study [J]. Journal of Organizational Behavior,2004,25(3):293-315.
109 Demerout I E, eta.l Burnout and engagement at work as a function of demands and control [J]. Scandinavian Journal Of Work, Environment& Health,2001,27(4):279-286
110 S.rothmann, Joubert JH M. Job demands, job resources,burnout and work engagemen t of managers at a plat inummine in the North West Province[J]. South African Journal Of Business Management,2007,38(3): 49-62
111 Smith, eta.l Debunking the ideal worker myth:effect of temporal flexibility & family configuration on engagement [J]. Academy Of Management Proceedings,2007(1):1-6
112 李金平.组织气候对员工工作投入和组织承诺影响的实证研究[D].四川大学,2007.
113 Rothbard N P. Enriching or depleting? The dynamics of engagement in work and family roles [J]. Administrative Science Quarterly,2001,46(4):655-684
114 Maslach C, SCHAUFEL IW B, LE ITER M P. Job burnout [J]. Annual Review of Psychology,2001,52 (1):397-422
115 Schaufeli W B, Salanova M, Gonza. lezRoma V.The measurement of engagement and burnout and:A confirmative analytic approach[J]. Journal of Happiness Studies,2002,3(1):71-92
116 张轶文,甘怡群.中文版Utrech工作投入量表(WES)的信效度检验[J].中国临床心理学杂志,2005,13(3)：268-270
117 甘源媛等.中文版“工作投入量表”测量信度的分析[J].湖南农业大学学报(社会科学版),2011,12(3)：62-65
118 李金波,许百华,陈建明.影响员工工作投入的组织相关因素研究[J].应用心理学,2006(12),176-181.
119 李富业等.公安民警工作投入量表中文版信效度评价[J].中国公共卫生,2013(1),97-99
120 本文这里所指的沟通是广义的,既包含传统意义上的语言与文字沟通,还包括各种人际接触中的通过各种现代通讯、网络工具的互动乃至观察等。
1 Uma Sekaran著,祝道松林家五译.企业研究方法.清华大学出版社,2009
123 Kline,R.B. (1998). Principles and practice of structural equation maodeling [M]. New York; Guilford Press.
124 侯杰泰,温忠麟和成子娟：结构方程模型及其应用[M].北京：教育科学出版社,2004
25 温忠麟、张雷、侯泰杰、刘红云：中介效应检验程序及其应用[J].心理学报,2004(5)
[1]Albert S,Ashforth B E,Dutton J E.Organizational identity and identification: charting new waters and building new bridges[J].The Academy of Management Review,2000,25(1):13-17.
[2]Argyris C,Schon D. Organizational Learning'A Theory of Action Perspective Massachusetts[J]:Addison-Wesley,1978,55-64.
[3]Ashforth B E,Mael F A.Social identity theory and the organization[J]. Academy of Management Review,1989,14(1):20-39.
[4]Bakker Arnold B,Schaufe li,Wilmar B,Leiter Michael Petal.Work engagement:An emerging concept in occupational health psychology[J] work & Stress,2008,22:187-200.
[5]Barker J R,Tompkins P. Identification in self-managing organizations. Human Communication Research[J],1994,21(2):223-240.
[6]Becheikh N,Landry R.,Amara N.Lessons from innovation empirical studies in the manufacturing sector:A systematic review of the literature from 1993-2003. Technovation[M],26(5-6),644-664.
[7]Best J,Nelson E E.Nostalgia and discontinuity:A test of the Davis hypothesis. Sociology and Social Research[M],1985,69(2):221-233.
[8]Bowen D E,Ledford G E Jr,Nathan B R. Hiring for the organizat ion not the job[J]. Academy of Management Execut ive,1991,5:35-51.
[9]Bretz R D,Judge T A.Person-organization fit and the theory of work adjustment:Implication for satisfaction,tenure,and career success[J]. Journal of Vocational behavior,1994,44:32-54.
[10]Britt TW,Bartone P T,Adler A B. Deriving benefits from stressful events: The role of engagement in meaningful work and hardiness[J] Journal of Occupational Health Psychology,2001,6(1):53-63.
[11]Brown B,Perry S.Removing the financial performance Halo from Fortunes"Most Admired" companies [J]. Academy of M anagement Journa,1994,(37):1347-1359.
[12]Bullis C,Tompkins P K.The forest ranger revisited:A study of control practices and identification. Communication Monographs[J],1989,56(4): 287-306.
[13]Burt.R.S. Structure Holes:The Social Structure of Competition [M].Cambridge,MA:Harvard University Press,1992.
[14]Burt.R.S.The net work strueture of social capital[J].Research in organizational behavior,2000,22:345-423.
[15]C.Martire.study quoted in "America's Most Admired Corporations" [J].Fortune,1993,2 (8):44-53.
[16]Cable D M,Derue D S.The Convergent and Discriminant Validity of Subjective fit Perception[J]. Journal of Applied Psychology,2002,87: 875-884.
[17]Cheney G,Tompkins P K. Coming to terms with organizational identification and Commitment[J]. Central States Speech Journal,1987,38(1):1-15.
[18]Cheney G. The rhetoric of identification and the study of organizational communication[J].Quarterly Journal of Speech,1983,69(2):143-158.
[19]Corley K QGioia D A. Identity ambiguity and change in the wake of a corporate spin-off[J].Administrative Science Quarterly,2004,49(2):173-208.
[20]Demerout I E,eta.l Burnout and engagement at work as a function of demands and control [J]. Scandinavian Journal Of Work,Environment& Health,2001,27(4):279-286.
[21]Demerout.I.E,A.B.Bakker,Fnachre IN.E.R,W.B.Schaufeli.The job demands-resources model of burnout[J] Journal Of Applied Psychology, 2001,86(3):499-512.
[22]DENISON D R,M ISHRA A H. Toward a Theory of Or ganizational Culture and Effectiveness[J].Organization Science,1995,6(2):204-223.
[23]Dick R V,Wagner U,Stellmacher J.etal.The utility of a broader conceptualization of organizational identification:which aspect s really matter?[J]. Journal of Occupational and Organizational Psychology,2004, 77(2):171-191.
[24]Dukerich J M,Golden B R,Shortell S M. Beauty is in the eye of the beholder: The impact of organizational identification, identity, and image on the cooperative behaviors of physicians[J].Administrative Science Quarterly, 2002,47(3):507-533.
[25]Dutton J E,Dukerich J M,Harquail C.Organizational images and member identification[J].ministrative Science Quarterly,1994,39(2):239-263.
[26]Dutton J,Dukerich J. Keeping an eye on the mirror:Image and identity in organizational adaptation[J].Academy of Management Journal,1991,34(3): 517-554.
[27]Edwards J R..Person-job fit:A conceptual int egrat ion,literature review and methodological critique[J]. International Review of Indust rial/Organizat ional Psychology,1991,6-.283-357.
[28]Elsbach K D.Managing organizational legitimacy in the California cattle industry.The construction and effectiveness of verbal accounts[J]. Administrative Science Quarterly,1994,39(1):57-88.
[29]Fiol C M,O'Connor E J.When hot and cold collide in radical change processes:Lessons from community development[J]. Organization Science, 2002,13(5):532-549.
[30]Fiol M C. Managing culture as a competitive resource:An identity-based view of sustainable competitive advantage [J]. Journal of Management, 1991,17(1):191-211.
[31]Fisher R J,Wakefield K. Factors leading to group identification:A field study of winners and losers [J].Psychology and Marketing.1998,15(1): 23-40.
[32]Fombrun,C.J.Reputation.Realizing value from the corporate image[J]. Boston:Harvard Business school press,1996.
[33]Gioia D A,Schultz M,Corley K G.Organizational identity:Image and adaptive instability[J].Academy of Management Review,2000,25(1):63-81.
[34]Golden-Biddle K,Rao H.Breaches in the boardroom:Organizational identity and conflicts of commitment in a nonprofit organization[J].Organization Science,1997,8(6):593-609.
[35]Granovetter,M.Economic Action and Social Structure:The Problem of embeddedness[J].American Journal of Sociology.1991.
[36]Granovetter,Mark S.The Strength of Weak Ties[J].American Journal of Sociology,1973,78(6):1360-1380.
[37]Graves S,addock S. Institutional owners and corporate social performance [J] Academy of Management Journal,1994,37 (4):1034-1046.
[38]Higgins C A, Judge T A. The effect of applicant influence tactics, recruiter perception of fit and hiring recommendation:A Field study[J]. Journal of applicant psychology,2004,89(4):622-632.
[39]Hofstede G,Neuijen B,OhayvD D,eta. Measuring organizational culture:A qualitative and quantitve study across twenty cases[J].Administrative Science Quarterly,1990,35(2):286-316.
[40]Hofstede G. Cultures and Organization:Software of the Mind[M]. Berkshire: McGraw-Hill Book Company,1991.
[41]Humphreys M,Brown A D.Narratives of organizational identity and identification:A case study of hegemony and resistance[J].Organization Studies,2002,23(3):421-447.
[42]Hunt D M,Michael C.Mentorship:A career training and development tool[J]. Academy of Management Review,1983,8(3):475-485.
[43]Hyun Jeong Kim,Kang Hyun Shin,Nancy Swanger.Burnout and engagement: a comparative analysis using the big five personality dimensions [J].International Journal Of Hospitality Management,2009,28 (1):96-104.
[44]Kahn w A.Psychological conditions of personal engagement and disengagement at work [J]. Academy of Management Journal 1990,33(4): 692-724.
[45]Kalliath T J, Bluedon A C,Strube M J. A test of value congruence effect [J] Journal of organizat ion Behavior,1999,20:1175-1198.
[46]Kanungo R N. Measurement of Job and Work Involvement[J] Journal of Applied Psychology,1982,67(3):341-350.
[47]Kolb,D.A.,Experiential Learning:Experience as the Source of Learning and Development.Englewood Cliffs,N.J.:Prentice-Hall,1984 (38)
[48]Kreiner G E,Ashforth B E.Evidence toward an expanded model of organizational identification Journal of Organizational Behavior,2003,25(1): 1-27.
[49]Kreiner G E,Hollensbe E C,Sheep M L. Where is the "me"among the "we"? Identity work and the search for optimal balance[J].Academy of Management Journal,2006,49(5):1031-1057.
[50]Kristof A L.Person-organization fit:An integrative review of its conceptualizations,measurement,and implications[J]. Personnel Psychology, 1996,49:1-49.
[51]Landry R,Amara N,Lamari M. Utilization of Social Science Research Knowledge in Canada[J].Research Policy,2001,30:333-349.
[52]Langelaan S,Bakker A B,Vanl J P Doornen,etal.Burnout and work engagement:do individual differences make a difference[J].Personality And Individual Differences,2006,40(3):521-532.
[53]Lawler E E,HallD T. Relationship of Job Characteristics to Job Involvement Satisfaction and Intrinsic Motivation[J].Journal of Applied Psychology, 1970,54(4):305-312.
[54]Lee T W,Mitchell T R,Sablynsk i C J,Burton J P,etal The effects of job embeddedness on organizational citizenship job performance,volitional absences,and vountary turnover[J].Academy of Management Journal 2004,47(5):711-722.
[55]Lin Nan,Walter M. Ensel and John C.Vaughn.Social Resources and Strength of Ties:Structural Factors in Occupational Status Attainment[J].American Sociological Review,1981,46.
[56]LLORENS.S,etal.Does a positive gain spiral of resources,efficacy beliefs and engagement exist[J].Computers In Human Behavior,2007,23 (1):825-841.
[57]Mael F,Ashforth B E.Alumni and their alma mater:A partial test of the reformulated model of organizational identification[J].Journal of Organizational Behavior,1992,13(2):103-123.
[58]Maslach C,Leiter MP. The truth about burnout[J].SanFrancisco:Jossey Bass,1997:321-325.
[59]Maslach C,SCHAUFEL IW B,LE ITER M P.Job burnout[J].Annual Review of Psychology,2001,52(1):397-422.
[60]Mauno S,Kinnunen U,Ruololainen M.Job demands and resources as antecedents of work engagement:a longitudinal study[J] Journal Of Vocational Behavior,2007,70(1):149-171.
[61]May.D.R,Gilson.R.L,Harter.L.M.The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work[J] Journal Of Occupational&Organizational Psychology, 2004,77(1):11-37.
[62]ME ijman T F,MULDER GPsychological aspects of work load,In sabinesonnentag.Recovery,work engagement,and proactive behavior:a new look at the in terface between nonwork and work[J] Journal Of Applied Psychology,2008,88(3):518-528.
[63]Mignonac K,Herrbach O,Guerrero S. The interactive effects of perceived external prestige and need for organizational identification turnover intentions[J]. Journal of Vocational Behavior,2006,69:477-493.
[64]Mitchell J C. The Concept and Use of S ocial Net work,in Social Net work in Urban Situations [M]. Manchester:Manchester University Press,1969.
[65]Mitchell Terence R,Holtom B rooks C,Lee Thomas W. Why people stay: Using job embeddedness to predict voluntary turnover[J].Academy of Management Journal.2001,44(6):102-121.
[66]Muchinsky P M,MonahanC J.What is person-environment congruence? Supplementary versus complementary models of fit[J] Journal of Vocational Behavior,1987,31:268-277.
[67]O'Reilly C A,Chatman J A,Caldwell D.People and Organizational Culture:A Profile Comparison Approach to Assessing Person-Organization fit[J].Academy of Management Journal,1991,34:487-516.
[68]O'Reilly C.Chatman J.Organizational commitment and psychological attachment:The effect of compliance,identification and internalization on pro-social behavior[J]. Journal of Applied Psychology,1986,71(3):492-499.
[69]Ostroff C,Rothausen T J.Tenures role in fit:An individual and organizational level analysis[J].Paper presented at the 10th Annual Conference of the Societ y f or Indust rial and Organization Psychology,Orlando,FL.
[70]P W Roberts,GR Dowling.Corporate reputation and sustained superior financial performance [J].Strategic manage ent journa,2002,(23):1077-1093.
[71]P.罗宾斯.组织行为学(第五版)[M].北京：清华大学出版社,2003.
[72]Paullay I M,Alliger G M. Stone-Romero E F. Construct validation of tow instruments designed to measure job involvement and work centrality [J]. Journal o f Applied Psychology,1994,79(2):224-228.
[73]Peters T,WATERMAN R. In Search of Excellence[M].New York:Harper and Row,1982.
[74]Pettigrew A M. On studying organizational cultures[J].Administrative Science Quarterly,1979,24:570-581.
[75]Piaget,J,Structuralism[M].New York:Basic Books,1970.
[76]Pienaar.J,Willemse.S.A. Burnout,engagement,coping and general health of service employees in the hospitality industry [J].Tourism Management, 2008,29(6):1053-1063.
[77]Pierre Bourdieu.1989.Social Space and Symbolic Power.Social Theory, [M]Vol.7.No.114-25.
[78]Posner B Z.Person-organization values congruence:No support for individual differences as a moderat ing influence[J]. Human Relation,1992, 45:351-361.
[79]Pratt M G,Foreman P O.Classifying managerial responses to multiple organizational identities [J]. Academy of Management Review,2000,25(1): 18-42.
[80]Pratt M G,Rockmann K W,Kaufmann J B. Constructing professional identity: the role of work and identity learning cycles in the customization of identity among medical residents[J].Academy of Management Journal,2006, 49(2):235-262.
[81]Ravasi D,Schultz M.Responding to organizational identity threats:exploring the role of organizational culture[J].Academy of Management Journal, 2006,49(3):433-458.
[82]Riketta M. Organizational identification:a meta-analysis[J] Journal of Vocational Behavior,2005,66:358-384.
[83]Rothbard N P. Enriching or depleting? The dynamics of engagement in work and family roles [J].Administrative Science Quarterly,2001,46(4):655-684.
[84]S.rothmann,Joubert JH M. Job demands, job resources,burnout and work engagemen t of managers at a plat inummine in the NorthWest Province[J]. South African Journal Of Business Management,2007,38(3):49-62.
[85]S.rothmann,Steynl J,Mosrert K. Job stress,sense of coherence and work wellness in an electricity supply organization[J].South African Journal Of Business Managem ent,2005,36(1):55-64.
[86]Sabine Sonnentag.Recovery,work engagement, and proactive behavior:a new look at the interface between nonwork and work[J]. Journal Of Applied Psychology,2008,88(3):518-528.
[87]Saleh S D,hosek J. Job involvement:Concepts and measurements[J]. Academy of Management Journal.1976,19:213-224.
[88]Sass J S,Canary D J. Organizational commitment and identification:An examination of conceptual and operational convergence [J]. Western Journal of Speech Communication,1991,55(3):275-293.
[89]Schaufeli W B, Bakker A B. Job demands, job resources.and their relationship with burnout and engagement:Amulti-sample study [J]. Journal of Organizational Behavior,2004,25(3):293-315.
[90]Schaufeli W B,Salanova M,Gonza. lezRoma V.The measurement of engagement and burnout and:A confirm ativeanalytic approach[J] Journal of Happiness Studies,2002,3(1):71-92.
[91]Scott S G,Lane V R. A stakeholder approach to organizational identity[J]. Academy of Management Review,2000,25(1):43-62.
[92]Sillince J A. Resources and organizational identities:The role of rhetoric in the creation of competitive advantage[J].Management Communication Quarterly,2006,20 (2):186-212.
[93]Sluiter.J.K,Vander Beek. A. J,Frings-Dresen M H W.The influence of work characteristics on the need for recovery and experienced health:a study on coach drivers [J]. Ergonomics,1999,42 (4):573-583.
[94]Sluss D J,Ashforth B E. Relational identity and identification:defining ourselves through work relationships[J]. Academy of Management Review, 2007,32(1):9-32.
[95]Smidts A,Riel C,Pruyn A. The impact of employee communication and perceived external prestige on organizational identification[J].Academy of Management Journal,2001,49(5):1051-1062.
[96]Smith,eta. Debunking the ideal worker myth:effect of temporal flexibility& family configuration on engagement J]. Academy Of Management Proceedings,2007(1):1-6.
[97]Starkey K,Tempest S and McKinlay A.How Organizations learn[J].London:Thomson Learning,2004,239-240.
[98]T ziner A.Congruency issue retested using Finerman vs achievement climate notion[J]. Journal of Social Behavior and Personality,1987,2:63-78.
[99]Vancouver J B,Schmit t N W. An exploratory examination of person-organization fit:Organization goal congruence[J].Personnel Psychology,1991,44:333-352.
[100]Vigoda-Gadot E,Ben-Zion E.Bright shining stars:The Mediating Effect of organizational Image on the Relationship btween Work variables and army officers,Intentions to leave the service for a job in High-tech Industry[J].Public Personnel Management,2004,33:201-224.
[101]Whetten D A,Mackey A. A social actor conception of organizational identity and its implications for the study of organizational reputation[J]. Business and Society,2002,41(4):393-414.
[102]XIN K,TSUI A S,HUI W. Corporate Culture in State Owned Enterpr ises: An Inductiv e Analyses of Dimensions and Influences[C]. TSUI A S,LAU CM. Manag ement of Enterprises in the People's Republic of China. Kluwer Academic Press,2002:1-35.
[103]Yeung,Irene Y.M. and Tung,Rosalie L.1996. Achieving Business Success in Confucian Societies:The Importance of Guanxi(Connections). Organizational Dynamics,25(2),54-65:54.
[104]甘源媛等.中文版“工作投入量表”测量信度的分析[J].湖南农业大学学报(社会科学版).2011,12(3)：62-65.
[105]林家五.认同与决策行为[J](2003),组织行为研究在台湾—三十年回顾与展望,鄞伯壎、姜定宇,郑弘岳编,桂冠图书,2003,253-280.
[106]林琳.212作投入研究现状与展望[J].管理评论,2008(3)：8-15.
[107]龙立荣,赵慧娟.个人—组织价值观匹配研究：绩效和社会责任的优势效应[J].管理学报,2009(6)：767-772.
[108]罗家德,2008,组织与管理研究的实证方法-社会网络与社会资本[M],陈晓萍、徐淑英与樊景立主编,358-378.
[109]缪荣,茅宁.公司声誉管理模型探讨[J].管理现代化.2003(3)：20-23.
[110]谭小宏,秦启文.组织价值观结构的实证研究[J].心理科学,2009,32(2)：484-486.
[111]王春梅.馆员的工作投入及其提高策略初探[J].图书馆工作与研究,2008(2)：99-101.
[112]魏钧,张德.中国传统文化影响下的个人与组织契合度研究[J].管理科学学报,2006,9(6)：87-96.
[113]徐金发,刘靓.企业声誉定义及测量研究综述[J].外国经济与管理.2004(9),25-30.
[114]张彬；陈加洲.工作投入、工作卷入与工作嵌入的研究综述[J].华东经济管理；2009(12),50-53.
[115]张轶文,甘怡群.中文版Utrech工作投入量表(UWES)的信效度检验[J].中国临床心理学杂志,2005,13(3)：268-270.
[116]郑伯埙.组织文化价值观的数量衡鉴[J].中华心理学刊,1990(32)：3149.
[117]庄媛嘉,林惠彦.个人与环境适配对工作态度与行为之影响[J].台湾管理学刊,2005,5(1)：123-148.
[118]A·班杜拉(林颍等译).思想和行为的社会基础——社会认知论(上册)[M].上海：华东师范大学出版社,2001.
[119]榜样还有力量吗[J].当代工人,2007(4)：18-20.
[120]边燕杰,丘海雄.企业的社会资本及其功效[J].中国社会科学,2000(2)：87-99.
[121]陈荣德.组织内部社会网络的形成与影响：社会资本观点[D].中国台湾：“国立中山大学”博士学位论文,2004
[122]董学敏.非正式组织的形成动因及管理策略研究[J].北方经贸,2007(7)：54-57
[123]弗雷德·鲁森斯.组织行为学[M].第9版.王垒,译.北京：人民邮电出版社,2003,335-336
[124]何立,凌文辁.领导风格对员工工作绩效的作用：组织认同和工作投入的影响[J].企业经济,2010(11)：65-68.
[125]何立,凌文辁.企业不同类型组织文化对员工组织认同与工作投入的影响作用研究[J].科学学与科学技术管理,2008(10)：139-143.
[126]黄发恭.论对非正式组织的非正式管理.荆州师范学院学报(社会科学版),2003(3),16-19.
[127]焦海涛,宋广文,潘孝富.中学组织气氛与教师工作投入关系研究[J].中国健康心理学杂志,2008(16)：329-331.
[128]雷军.工作态度与教师绩效的关系研究[D].北京师范大学,2004.
[129]李爱国,彭长征.社会大转型时期的非正式组织再造[J].经济管理,2002(6)：16-20.
[130]李保东,王彦斌.个体价值追求对组织认同影响模型[J].统计与信息论坛,2009(5)：80-83.
[131]李斌.领导行为与员工组织认同的关系研究[J].经营与管理,2012(2)：90-92.
[132]李富业等.公安民警工作投入量表中文版信效度评价[J].中国公共卫生,2013(1),97-99.
[133]李金波,许百华,陈建明.影响员工工作投入的组织相关因素研究[J].应用心理学,2006(12),176-181.
[134]李金平.组织气候对员工工作投入和组织承诺影响的实证研究[D].四川大学,2007.
[135]李民.浅析非正式组织及管理对策[J].江苏水利,2010(2),45-46.
[136]李锐,凌文栓.工作投入研究的现状[J].心理科学进展,2007,15(2)：366-372.
[137]李焱,魏峰.高绩效人力资源实践有助于组织认同?——一个被中介的调节作用模型[J].管理世界,2011(2),109-117.
[138]李永鑫,申继亮,张娜.组织认同问卷(OIQ)在教师样本中的修订[J].心理与行为研究2008,6(3)：176-181.
[139]李永鑫,张娜,申继亮.Mael组织认同问卷的修订及其与教师情感承诺的关系[J].教育学报,2007(6)：29-33.
[140]梁小威,廖建桥,曾庆海.基于工作嵌入核心员工组织绩效—自愿离职研究模型的拓展与检验[J].管理世界,2005(7)：106-115.
[141]林庆民.榜样的力量是无穷的[J].人民论坛,1997(5),35.
[142]刘楼：组织内社会网络、中心度与任务绩效[M],广州：中山大学出版社,2008.
[143]罗源人.榜样的力量,其实是有限的[J].青年记者,2008(8),23.
[144]秦川牛.榜样的力量不是”无穷”的[J].思想政治工作研究,2009(1),63.
[145]沈伊默.从社会交换的角度看组织认同的来源及效益[J].心理学报,2007(5),918-925.
[146]斯蒂芬·P·罗宾斯.组织行为学[M].第10版.孙建敏,李原,译.北京：中国人民大学出版社,2005.
[147]宋思根.试论利益性非正式组织[J].生产力研究,2004(1)：159-160.
[148]孙健敏,姜铠丰.中国背景下组织认同的结构——一项探索性研究[J].社会学研究,2009(1)：184-216.
[149]孙耀君,管立维.西方管理学名著提要[M].江西人民出版社,1995.
[150]汪晗.中学教师工作投入及其相关因素的关系[D].河南大学,2007.
[151]王道俊,王汉澜.教育学[M].人民教育出版社,2004.
[152]王立生.社会资本、吸收能力对知识获取和创新绩效的影响研究[D].杭州：浙江大学管理学院,2007.
[153]魏钧,陈中原,张勉.组织认同的基础理论、测量及相关变量[J].心理科学进展,2007(6)：948-955.
[154]魏钧.主观幸福感对知识型员工组织认同的影响[J].科研管理,2009(2)：171-178.
[155]徐碧琳,宋爱玲.非正式组织成因的实证研究[J].现代财经,2005(4)：56-61.
[156]徐艳,朱永新.中国员工工作投入的现状研究[J].商场现代化,2007(1)：67-68.
[157]徐艳.企业员工工作投入的问卷编制以及现状调查[D].苏州大学,2006.
[158]杨国枢.中国人的心理与行为：本土化研究[M].北京：中国人民大学出版社,2004.
[159]杨辉.上级支持感和员工工作卷入：上级情感承诺的中介作用[D].河南大学,2007.
[160]杨宜音.文化认同的独立性和动力性：以马来西亚华人文化认同的演进与创新为例.张存武,汤熙勇主编.海外华族研究论集(第三卷).文化教育与认同[M].台北：华侨协会总会出版,2002,407-420.
[161]游文慧.社会资本与组织认同关系探讨[J].重庆科技学院学报(社会科学版),2007(6)：85-87.
[162]张英奎.孙军.现代管理(第1版)[M].清华大学出版社,2004.
[163]赵翰章.德育论[M].吉林教育出版社,1987.
[164]周劲波,黄胜.社会资本与知识创新间关系的实证研究框架[J].科学学与科学技术管理,2009(3)：111-116.
[165]朱丽莎.组织中非正式群体以及管理对策[J].科技进步与对策,2001(4)：60-61.
[166]朱青松,陈维政.员工价值观与组织价值观：契合衡量指标与契合模型[J].中国工业经济,2005(5)：88-95.
© 2004-2018 中国地质图书馆版权所有 京ICP备05064691号 京公网安备11010802017129号 地址：北京市海淀区学院路29号 邮编：100083 电话：办公室：(+86 10)66554848；文献借阅、咨询服务、科技查新：66554700 |