Affective Commitment to Organizations and Supervisors and Turnover: A Role Theory Perspective
基于角色理论，研究员工对组织和主管的情感承诺如何随时间变化，以及它们如何影响离职，发现对组织的情感承诺先于对主管的情感承诺，且后者在组织承诺与离职之间起中介作用，主管与组织价值观一致性会增强这种关系。
Drawing from role theory and structural functionalism, we examined the temporal relationship between employees’ affective commitment to the organization (ACO) and affective commitment to the supervisor (ACS) and how these commitments affect turnover. We further examined perceived supervisor-organization value congruence as a moderator. In Study 1, a three-wave panel study (N = 317), we found longitudinal change in ACO to result in a temporal change in ACS, suggesting ACO precedes ACS. Study 2 (N = 272) extended this result by looking at the relationships of these commitments to turnover and perceived supervisor-organization value congruence as a moderator. ACS mediated a negative relationship between ACO and turnover. Moreover, ACO’s relationship with ACS and indirect relationship with turnover were stronger at high levels of supervisor-organization value congruence.