Organizational commitment: a critique of the construct and measures
批判了组织承诺的经典定义与测量方法，认为其未能适应新型员工关系与心理契约的变化，并提出了改进建议，对研究者和实践者均有参考价值。
Organizational commitment has been at the centre of studies into individual and organizational performance for several decades. During this time, much has happened to the ways in which organizations behave, including the evolution of new forms of employee relations and new psychological contracts. Against a transformational background for organizations, developments in the ways that commitment is measured have been incremental and arguably detached from the broader context of ‘new deals’ for employees. This paper examines classical approaches to defining and measuring organizational commitment and, in the context of strategic human resource management, argues for its continued importance. Classic approaches, however, are criticized on the basis of diminished utility in light of revised employee–organization linkages. Suggestions for improving the relevance of commitment research to contemporary management research and practice are given.