Psychological Attachment
检验了心理依恋的多维度结构，发现其与传统组织承诺测量相关，并能预测高潜力新员工对早期发展项目的偏好，对管理学者和实践者有启示。
The present study extends the research on organizational commitment by examining (a) the dimensionality of O'Reilly and Chatman's (1986) psychological attachment instrument, (b) the relationships between psychological attachment and correlates of traditional organizational commitment measures, and (c) the relationships between psychological attachment and preferences regarding the early developmental experiences of newly hired, "high-potential" employees. Psychological attachment is demonstrated to be a multidimensional construct that is reasonably well-assessed with O'Reilly and Chatman's instrument. The dimensions of psychological attachment are found to relate in predictable ways to job characteristics, attitudes, and preferences for changes in an entry-level development program. Implications for management scholars and practitioners are discussed.