基于尖点突变理论的知识型员工组织承诺建立——的动力学分析

摘要

利用尖点突变理论来解释知识型员工组织承诺演化的动力学机制及其特征,把组织承诺作为状态变量,把能有效预测组织承诺的工作满意度和组织支持作为控制变量,针对武汉IT企业调研数据,利用cuspfit软件定量地拟合出了尖点突变模型.通过分析发现,工作满意度作为正则因子、组织支持作为分歧因子,共同影响组织承诺的突变机制:①组织承诺由建立到破坏的突变是源于工作满意度和组织支持变量穿过分歧集合时产生的自组织相变；②承诺一旦被破坏就很难重新建立起来,是源于这种突变机制的滞后效应；③当工作满意度和组织支持取值在分歧集合内部时,组织承诺演化均衡态的选择(建立或者破坏)取决于员工承诺的初始水平.%The temporal dynamics of knowledge-worker's organizational commitment (OC) is modeled by cusp catastrophe theory. In this model, the behavioral variable (I. E. Perception of OC) and the independent control variables (I. E. , job satisfaction and organizational support) are introduced. This paper is the first attempt to fit a cusp catastrophe model to OC data from IT firms by cusp fit software. It suggests that job satisfaction as a formal factor and organizational support as a bifurcation factor play important roles in the catastrophe mechanism of OC. 1) The catastrophe from fulfillment to breach is because of self-organization phase transition when job satisfaction and organizational support cross the bifurcation set; 2) The phenomenon that once a promise has been broken it could not easily be repaired is because of the existence of hysteresis; 3) When job satisfaction and organizational support are in the bifurcation set, the equilibrium of OC level depends on the initial status of it.