Exploring differentiation of self and organizational commitment
研究员工自我分化水平如何影响其组织承诺，发现自我分化与情感承诺和规范承诺正相关，与持续承诺负相关，对管理者招聘和培训有参考价值。
Purpose The purpose of this paper is to examine whether an employee’s level of organizational commitment is influenced by his or her level of differentiation of self. Design/methodology/approach The authors conducted a survey questionnaire among fully employed workers in the USA. Data were analyzed using a structural equation model ( n =547). Findings The results of this study showed a positive direct relationship between differentiation of self and affective and normative types of commitment. Differentiation of self also showed a direct negative relationship with continuance commitment. Practical implications The results of this study suggest that managers may be able to look to differentiation of self to facilitate commitment to the organization. Managers who screen applicants at the recruitment stage or train current employees in self-differentiation may be able to increase overall commitment levels among employees of the organization. Originality/value This research empirically extends family systems theory to workplace settings. It also expands the understanding of organizational commitment through the perspectives of psychological and relational functioning.