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Взаимосвязь измерений социального капитала и приверженности персонала: поколенческий аспект
The study of organizational commitment (OC) is an important area in social and organizational psychology, as it contributes to the retention of staff members. Organizational social capital (OSC), reflecting the quality of relationships, norms, and generalized trust, plays an important role in staff socialization. The aim of the study is to identify the features of the relationship between the cognitive, structural and relational dimensions of the OSC and the commitment of representatives of various generational cohorts. The sample consisted of 585 employees of financial organizations. Statistical analysis of the data was carried out using correlation and hierarchical regression analysis. The study used questionnaires to analyze three dimensions of OSC (structural, relational, and cognitive) and affective, normative, and rational OC. The results showed that the three dimensions of the OSC are positively associated with the components of the OC. At the same time, significant differences in these relationships between generational cohorts were revealed. Affective commitment does not depend on generational affiliation in interaction with the OSC, whereas for continuous and normative OC the influence of OSC dimensions differs. For generation X, the relational OSC reduces the rational OC, and for generation Z, a similar result is associated with the structural OSC. In addition, generation X has found a positive effect of cognitive OSC on normative OC. The results obtained emphasize the need to consider generational characteristics when developing practices for developing organizational commitment. The practical significance of the study lies in the possibility of using the results obtained to develop targeted human resource management strategies that consider the generational characteristics of organizational commitment formation through the development of social capital.