The Theory of Organizational Commitment and It's Research Development

Management in the 21st century is human-oriented,and how to deal with the relationship between the organization and employees is the core of management.Organizational commitment is an important topic for studying this relationship.Due to the downsizing resulting from organizational acquisition,merger and changes in the recent years,employees' organizational commitment is decreasing.Many studies suggest that employees with high organizational is one of the sources of the organization's sustainable competitive advantages,so it is very significant to enhance the employees' organizational commitment.A great number of studies show that organizational commitment has multiple dimensions,each with distinctive predicting effects.So far,it has not been significant in the dimensions' discriminate validity,so it is necessary to further study on the structural model of organizational commitment.Human resource management practices consisting of recruitment and selection,training and development,career management,compensation and motivation,and performance management,have significant effects on organizational commitment.But previous studies focused only on the effect of a single HRM practice on the organizational commitment and failed to examine the configuration effects of the overall HRM practices,nor about the process and effect mechanism of HRM practices.In view of rationally logical reasoning and theoretical findings,there is a clear causal relationship between organizational commitment and performance,and organizational commitment has better predicting effects on performance while this relationship is obviously moderated by autonomy,employees' level,and so on.Recently,researchers have focused on the differences between concepts of organizational commitment and organizational identity strength,organizational identification.The findings suggest that organizational commitment is distinctively different from those concepts and significantly different in predicting effects on various outcome variables.With the increasing importance of organizational commitment,researches considered the affecting patterns of transformational leadership on organizational commitment,and they found that psychological empowerment,structural distance were the mediators of transformational leadership influencing organizational commitment.Based on traditional classic researches,some researchers further explored antecedents and the process mechanism of organizational commitment influencing outcome variables,and improved it a lot.Some studies focused on the effect patterns of organizational commitment on organizational citizenship behavior.Their findings show that self-concept have moderating effects on the relationship.The above-mentioned findings can be available for use in further analyzing the formation process of organizational commitment and adopting corresponding organizational management strategies.