Multiple Dimensions of Organizational Identification and Commitment as Predictors of Turnover Intentions and Psychological Well-Being.

Meme si on reconnait que l'identification et l'engagement sont intimement lies aux aspects de l'attachement psychologique d'un employe a l'organisation, il n'y a pas d'analyse qui fait le lien entre les dimensions multiples de chaque construit. Dans la presente etude, les modeles a trois composants de l'identification et de l'engagement organisationnels ont ete etudies en tant qu'indicateurs previsionnels des intentions de depart (roulement du personnel) et du bien-etre psychologique (estime de soi, satisfaction dans la vie et autoefficacite) parmi les employes (N = 60) d'une petite organisation. Les employes tres en vue avaient tendance a etre ceux qui etaient engages, mais differentes dimensions de chaque construit ont ete liees de facon specifique a divers criteres. Les composants affectifs de l'identification et de l'engagement ont ete associes de facon negative aux intentions de depart et l'affect du groupe interne positif (soit les sentiments derives d'etre un membre de l'organisation) predisait les perceptions d'autoefficacite. L'engagement a la continuation etait distinct des autres indicateurs previsionnels. Les resultats justifient les autres efforts pour integrer les perspectives de la theorie d'identite sociale et de la psychologie organisationnelle.

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