Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior.
研究通过两项调查（大学员工82人和学生162人）发现，心理依恋的服从、认同和内化维度中，认同和内化与亲社会行为正相关、与离职负相关，内化还能预测捐款行为，强调需明确区分承诺的潜在维度。
Previous research on organizational commitment has typically not focused on underlying dimensions of psychological attachment to organization. Results of two studies using university employees (N = 82) and students (N = 162) suggest that psychological attachment may be predicated on compliance, identification, and internalization (e.g., Kelman, 19S8). Identification and internalization are positively related to prosocial behaviors and negatively related to turnover. Internalization is predictive of financial donations to a fund-raising campaign. Overall, results suggest importance of clearly specifying underlying dimensions of commitment using notions of psychological attachment and various forms such attachment can take. In past decade, construct of organizational commitment has occupied a prominent place in organizational behavior research (Mowday, Porter, & Steers, 1982; Salancik, 1977; Staw & Ross, 1978). Unfortunately, as Morrow (1983, p. 486) has pointed out, the growth in commitment related concepts has not been accompanied by a careful segmentation of commitment's theoretical domain in terms of intended meaning of each concept or concepts' relationships among each other. By her count, there are over 25 commitment-related concepts and measures. Staw (1977), for instance, has noted that value of commitment as a separate construct distinct from other psychological concepts such as motivation, involvement, or behavioral intention remains to be demonstrated. What is needed are theoretical and operational definitions that clearly differentiate commitment and its components from other re