認定與認同在組織中的運作歷程：利益關係者理論的觀點

The Identity and Identification Process in the Organization: Stakeholder Theory Perspective

林家五(Chia-Wu Lin)

《人力資源管理學報》 6卷3期 (2006/09) Pp. 119-142

https://doi.org/10.6147/JHRM.2006.0603.06

摘要

本文以利益關係者理論為基礎，回顧了組織認定與認同為核心概念，並探討組織中各類利益關係者所知覺之組織認定內涵的後續影響，而文章的性質乃屬於議題評論取向。此外，也嘗試去探討組織認同在組織認定與結果變項（正面工作態度與行為、組織忠誠、組織社會性績效等）之間，是否扮演中介變項的角色。在解釋機制的討論上，則採用「相似－吸引典範」的社會認定論與自我歸類論的觀點。研究者共推導出9項命題，命題內容涵蓋了組織認定內涵的多元尺度概念、組織認同的中介模式以及對行為結果變項的影響。

關鍵字

組織認定與認同 ； 利益關係者 ； 社會認定論 ； 自我歸類論

並列摘要

Using stakeholder theory as the basis and organizational identity/identification as the core concept, this critical review article probed into the consequences of the stakeholders' organizational identity perception connotation in the organization. Moreover, the researcher also tried to plumb if organizational identification plays the mediator role between organizational identity and consequence variables (positive work attitude and behavior, organizational loyalty, and corporate social performance, etc.) Adopted the perspective of social identity theory and self-categorization theory on the basis of ”similarity-attraction paradigm” as the explanation mechanism of the organizational identity/identification process. The researcher therefore deduces nine propositions, which were about to ascertain the connotation of multiple identities and the multiple dimensions, the mediation model of the organizational identification and relations between identities, identification and consequence variables.

並列關鍵字

organizational identity and identification ； stakeholder ； social identity theory ； self-categorization theory

參考文獻

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