Interpersonal Attachment and Organizational Commitment: Subgroup Hypothesis Revisited
研究检验了人际依恋对组织承诺的两种对立假说：凝聚力假说认为人际依恋增强群体凝聚力进而提升组织承诺，而亚群体假说则认为人际依恋导致亚群体分裂、削弱组织承诺。基于韩国62家组织1621名员工的数据，发现人际依恋对组织承诺有正向影响，且不同职位间的依恋比相似职位间的依恋效果更强。
Studies have hypothesized conflicting results regarding the effect of actors' interpersonal attachment on commitment to the encompassing large group. The cohesion approach hypothesizes that interpersonal attachment among actors will enhance group cohesiveness, which produces more commitment to the large group. In contrast, the subgroup approach predicts that interpersonal attachment among actors will contribute more to subgroup fragmentation which sets up barriers to actors' commitment to the large group. We derive hypotheses from these opposing approaches and test the hypotheses over a sample of 1621 employees drawn from 62 work organizations in Korea. The empirical tests indicate the following: (1) Interpersonal attachment among employees in local work units is shown to have a positive effect on commitment to the work organization encompassing the work units. (2) Interpersonal attachment between dissimilar positions in the same work units is shown to have a more positive effect on commitment than that between similar positions. Implications of these findings on the two theories are discussed.