组织承诺与企业核心员工激励机制中英文外文文献翻译.doc

组织承诺与企业核心员工激励机制中英文外文文献翻译.doc

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本科毕业设计（论文）

中英文对照翻译

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作者：

LayerM

期刊：

Academyofmanagementreview,；第3卷，第2期，pp:

120-129，2016

原文Theresearchoforganizationalcommitmentandtheenterprisecorestaffincentivemechanism

LayerM

Abstract

Theconstantimprovementofmodernenterprisesystem,thehumanresourcesisitsuniquevalue,scarcityandtypicaldifficulttoimitationandothereconomicresourcesbecomeanimportantpartofenterprisecorecompetitiveness.Andgivefullplaytothecorequalityofemployeesandtopromotethebackboneofthedevelopmentofthecompany.Enterprisecorestaffisthecorecompetenceoftheenterprisepersonnelcarrier,theycontrolthekeyresources,isthecoreofenterprisesandrepresentative,istheprerequisiteforthesurvivalanddevelopmentofeachenterprise,thecompetitionbetweenenterprisesinthefinalanalysisisthetalentcompetition,exactlyisthecorecompetition.Scholarshavebeenfullyrecognizedthestatusquo,havelaunchedspecialresearch,andcalledfortheenterprisesshouldbuildtheirowncorestaff,tofocusoncorestaffmanagement.

Keywords:

Coreemployees,Organizationalcommitment,Incentivemechanism

1Introduction

Organizationalcommitmenttheoryisthebasisofmanymanagementmeasures,especiallyinhumanresourcemanagementmeasuresandtherootcause,itnotonlycanwellexplaintherelationshipbetweentheenterpriseorganizationmanyvariables,andcanwellpredictworkperformance,absenteeism,sabotage,turnoverintentionandwillingnesstoretention,andotherhumanresourcesmanagementconcerns,intheprocessofmodernhumanresourcesmanagementanddevelopment,employeeandenterpriseinadditiontoalaborcontractoremploycontract,thereisaninvisiblepsychologicalcontract,thiskindofpsychologicalcontractistheorganizationalcommitment.Theexistenceoforganizationalcommitmentcanletemployeeshaveadeepsenseofbelongingtotheenterprise,tocultivatetheirloyaltytotheenterprise,thetalentturnoverofmanyenterprisestomaintainatareasonablelevel,thusensuringthestabilityoftheenterprisedevelopment.Thispaperdiscussestheenterprisecorestaffincentivemechanism,isbasedonthetheoryoforganizationalcommitment,itwillbefortheconstructionofenterprisecorestaffincentivemechanismprovidesdecisionbasisandempiricalwayoftheoperation.Corestaffturnoverisaproblemurgentlytobesolvedinanyenterprise,however,thecurrentmanagementmethodsandincentivemechanismtosolvethisproblemislittle,inthispaperaccordingtothecausesofthelossofcorestaffbasedonorganizationalcommitmentanalysis,establishingscientificincentivemechanismtopreventerosion-thethinkingoftheempiricalanalysis,usingcomparativeanalysis,theoreticalanalysisandthemethodsofinvestigationandstudy,combiningwiththeknowledgeofstatistics,establishedthecorestaffnichecompensationmodeandtheenterprisecoreemployeepsychologicalcontractdynamicmanagementmodel,toimprovetheenterprisecorestaffincentivetheoryandprovidesomeusefulreferencetopreventcorestaffturnover.

2Literaturereview

Thefederalaviationadministration（FAA）definitionofthecorestaffis:

theorganization'scorepositionofemployees,withintheorganizationcan'timmediatelyfindasuitablereplacement.Hisdutycannotbetransferredtootherstaff.Healsogivenfortheemergencydutywillseriouslyaffectandharmtheoriginaldepartmentfunctionandcontinuity.AprofessorattheuniversityofMarylanduniversityscholarLeparkandCornellSnellmixedemploymentmodelofhumancapitaltheory.Fromtheperspectiveofenterprisedevelopmentstrategy,acombinationoftransactioncosteconomicstheory,humancapitaltheoryandstrategicmanagementtheory,andputsforwardtheorganizationoftheusedinstrategichumancapitaltheoryofmixedemploymentmodelofhumancapital.Thehumancapitalisthekeyofenterprisecompetitiveadvantageresources,butnotallemployeeshaveequalimportancetotheenterprise.Intheorganizationofhumancapital,itcanaccordthevalueof"humancapital"and"humancapitalscarcity"typeofdualdimensions.Forhighvalueandscarcityofhumancapital,theenterprisewillhaveacompetitiveadvantageasthecoreoftheemployees,shouldfromthestrategictointernaldevelopment.

OrganizationalcommitmentresearchbeganintheUnitedStatessociologistBecker.Heseesorganizationalcommitmentasemployeeswiththeincreaseoftheorganizationintohadtoremainintheorganizationofakindofpsychologicalphenomenon.Itreflectsakindofpsychologicalcontractbetweenemployeesandorganization.Beckerthinks"promise"ishumanpsychologicalmechanismofcontinuousprofessionalconduct.Buchanansaid"promise"isapersonofakindofemotionalintentionofaparticularentity.Wieneristhroughinvestigationandstudythatemployeecommitmenttotheorganizationthepersonalfaithandthesenseofresponsibilitytotheorganization.Kanterthatorganizationalcommitmentisakindofemotionalorientation,isthe"rootofindividualandgroupemotionalties".Poterdefinesorganizationalcommitmenttoidentityrelationship,consideredtobeapersonforaparticularorganization'sidentityandtherelativestrengthoftheattitudetendency.Behind,organizationalbehavioristsBuchananPorteretalonthebasisoftheirstudy,tomakeadefinitionoftheorganizationalcommitment,andthatpromisesmoreperformancefortheemployeestotheorganizationanemotionaldependence,ratherthantheBecker'semphasisonaneconomictool.Buchananseesorganizationalcommitmentasareligion,akindoforganizationalgoalsandvalues,thevalueoftheindividualcharacterandpersonalgoalsandemotionalconnection.Theorganizationalgoalsandthemergerprocessofvalueandtheindividualgoalandvaluewerelatertheresearchersdefinedasorganizationalidentification.Steersthinksthatseveralweakcorrelationisbetweencommitmentandjobperformance,organizationalcommitmentandjobperformance.ThereisnodirectorconsistentrelationshipbetweenRandallandotherpeoplethinkonlytheorganizationalsupportandjobperformance.Whilesomescholarspointedoutthattheremaybeanintermediaryvariablebetweenorganizationalcommitmentandjobperformance,suchaswagesarelikelytoadjusttherolebetweenorganizationalcommitmentandjobperformance.Asispointedoutthattheclarityofgoalsinthereview,itmayalsoberegulatingvariablebetweenemotionalcommitmentandperformanceofthework.Becauseofthedifferentintermediaryvariables,theeffectsoforganizationalcommitmentonjobperformancemayalsobedifferent.Radinowitzpointedoutthatorganizationalcommitmenthassignificantnegativecorrelationwithemployeeturnover,andjobperformancehasalowdegreeofpositivecorrelation.MeyerandAllenarguethatorganizationalcommitmentofthespecificcompositionisdifferent;itsimpactonemployeebehaviorisalsodifferent.Emotionalcommitmentandjobtransformationandtransformationintentionisthemostsignificantcorrelation,andtheintensityoftheinfluenceoforganizationalcommitmenttoemployeesdependsonconditions.Burton,suchaspeoplethinkabsenceshouldbeamultidimensionalstructure,emotionalcommitmentandnormativecommitmentinpredictingabsencebehaviorismoreeffectivethancontinuedcommitment,furtherresearchshouldfocusonorganizationalcommitmentoftheinfluenceofdifferentdimensionofabsencebehavior.Voluntaryredundancybehaviorofemployeesisoneofthemoststudiedemployeebehavior.McElroyetal.,introduceexternalcharacteristicexternalantecedentorganizationalcommitment,organizationalcitizenshipbehavior,andcustomersatisfactiontotheconsequencesoforganizationalcommitmentvariables.Anantecedentoftheorganizationalcommitmentandconsequencevariablesalsoexpand.3Relatedtheories

3.1Theenterprisecontracttheory

Coasecreatesenterprisecontracttheory,followedbyrepresentativeWilliamson,demmeseitz,evenwhenwalking,hart,etc.,thistheoryisthatenterpriseisacombinationofaseriesofincompletecontract.Thereasonsoftheexistenceofincompletecontract,oneisbecauseoftheuncertaintyoftheboundedrationalityandtheenvironment,engagedineconomicactivitiesonthedesiretobethepursuitofrational,butinrealitycanonlybelimitedtodothis,humanreasonisalwayslimited.People,whocan'tputalltheinformationrelatedtothecontractinadvanceinwritingtothetermsofthecontract,cannotpredictthevariouscontingenciesthatmayoccurinthefuture,morecouldnotbedeterminedforvariouscontingenciesinthecontractthecorrespondingcountermeasuresandcalculatethecontracttheutilityoftheresults.Therefore,human'slimitedrationalityistheimportantcauseleadingtothecontractincompleteness.Incompletecontractisthesecondmajorreasonisthattheexistenceoftransactioncosts.Duetotheexistenceofthetransactioncostsoftheoperationofthecontractthecontractsignedbypeopleinmanywayswillbeincomplete.Contractthepartieswillbequiterationallytomissmanypossibleaccidenthappened.Morerational,thepartiesconcernedwillomittheycannotsimplybepredictedotherpossiblecontingencies.Enterprisecontracttheoryenterpriseisconsideredanincompletecontractbetweentheprincipalandtheagent.Needchecksandbalancesagainstpotentialpowerabuse,thefunctionofthecorporategovernanceistoarrangetheprincipal-agentcontractrelationshipandresidualcontrolconfiguration.

3.2Thehumancapitaltheory

Schultz（1961）onthehumancapitalinvestmentputsforwardtheconceptofhumancapital.Humancapital