Социально-психологические факторы организационной приверженности сотрудников (на примере коммерческих организаций)

Организационная психология. 2015. Т. 5. № 4. С. 6–28.

Lipatov S., Синчук Х. И.

Purpose. This study investigated the relationship between the socio-psychological factors and the three forms of organizational commitment (Meyer and Allen’s model) among Russian business organizations’ employees. Methodology. Socio-psychological factors were used as independent variables in the study while organizational commitment forms were used as the dependent variables. Data was gathered from a random sample of 90 employees (managers and specialists) of the various companies. A questionnaire consisting of two-parts was used for data collection. To gather biographical and occupational data first part was used. Second part of questionnaire included eight techniques: Social Support scale of «Work Design Questionnaire», «Group Cohesiveness Scale», «Trust in Organization Scale», «Survey of Perceived Organizational Support», «Distributive, Procedural, and Interactive Justice Scale», questionnaire for identify the perceived prestige of the organization. To measure organizational commitment, Meyer and Allen’s (1993) 18-item 7-point scale was used. Data analysis was done by 
means of various statistical techniques, including the Pearson Correlation Technique and Multiple Regression Analysis. The  results indicated that there is positive correlation between affective  and normative organizational commitment and social involvement in the organization, the level of group cohesion, and trust in the organization, the degree of positive perception of the external prestige of the organization, perceived organizational support, and organizational justice.  Implication for practice. The paper therefore recommends that managers must to facilitate socio-psychological factors in their companies, but especially group cohesion and perceived prestige of the organization.

Keywords: организационная справедливость, Организационная приверженность, organizational commitment, group cohesion, групповая сплоченность, organizational justice, social involvment in organization, trust in organization, perceived external prestige of organization, perceived organizational support, социальная вовлеченность в организацию, доверие к организации, престиж организации, организационная поддержка