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職業(yè)認(rèn)同與組織認(rèn)同關(guān)系研究
摘要:在分析組織認(rèn)同和職業(yè)認(rèn)同概念的基礎(chǔ)上,著重從個(gè)體特征和組織環(huán)境層面分析組織認(rèn)同與職業(yè)認(rèn)同的影響因素,從環(huán)境評(píng)估-情緒反應(yīng)-應(yīng)對(duì)行為的邏輯路徑出發(fā),論證職業(yè)認(rèn)同與組織認(rèn)同之間的相互關(guān)系,建立職業(yè)認(rèn)同與組織認(rèn)同關(guān)系的理論模型,旨在為組織治理者提升成員的組織認(rèn)同提供新的思路和途徑。關(guān)鍵詞:組織認(rèn)同;職業(yè)認(rèn)同;關(guān)系模型
Abstract: Based on the conception of organization identity and professional identity, the *** analyzes influencial factors of organizational identity and professional identity from individual characteristics and organizational environment. By using the method of environmental assessment-emotional reaction-behavior, the relationship between organizational identity and professional identity is studied. Furthermore, the theoretical model of the relationship between organizational identity and professional identity is built to help managers enhance the members′ organizational identification.
Key words:organizational identity; professional identity, relationship model
一、組織認(rèn)同與職業(yè)認(rèn)同的概念辨析
組織認(rèn)同是在社會(huì)認(rèn)同理論的基礎(chǔ)上發(fā)展而來。根據(jù)社會(huì)認(rèn)同理論,人們往往把自己和他人回為各種各樣的社會(huì)種別,如組織成員、教派、性別和年齡組(Tajfel
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