組織忠誠：本土化的建構與測量

Organizational Loyalty: Indigenous Construct and Its Measurement

姜定宇(Ding-Yu Jiang)；鄭伯壎(Bor-Shiuan Cheng)；任金剛(King-Kong Jen)；黃政瑋(Cheng-Wei Huang)

組織忠誠 ； 組織承諾 ； Chinese organizational loyalty ； organizational commitment

本土心理學研究

19期（2003 / 06 / 01）

273 - 337

繁體中文

組織忠誠可以說是一種員工對組織的高度情感依附與行為支持，它不僅是維繫組織整體的重要力量之一，也是組織行為研究的重要課題。同時，忠誠對於華人而言，更有著淵遠流長的歷史軌跡，早自春秋時期，就已經界定出對國家忠誠的意涵。針對現代華人組織中的忠誠，已有一些根基於本土文化的分析與概念探討，然而，仍缺乏系統性的概念回顧，以釐清華人組織忠誠與西方組織承諾的關係，同時，也欠缺具信、效度的測量工具，得以衡量華人組織忠誠構念。因此，本研究藉由回顧整理華人組織忠誠的研究發現與西方組織承諾的界定，釐清兩類概念之間的異同，並經由資料蒐集與詳細的質性分析過程，補足以往質性研究之概念缺口；同時，據以發展出組織忠誠量表，以探索性與確認性因素分析檢驗構念效度，並以效標關聯效度分析，檢驗組織忠誠量表之效標關聯效度與區辨效度。結果顯示，華人組織忠誠包括兩類具文化共同性的向度－義務內化與認同組織，以及六類具文化獨特性的向度－犧牲為公、建議獻策、協助同事、積極進取、維護公益、及配合順從。而在信度與效度分析中，均顯示組織忠誠量表具有良好之信、效度。最後，討論了本研究的限制與組織忠誠研究的未來方向。

Organizational loyalty can be described as an employee with a high level of affective attachment and behavioral support to his/her organization. Organizational loyalty is not only important for connecting organization members as a whole, but also a critical issue in organizational behavior research. In Chinese society, there is a long history revolving around the evolution of the concept of loyalty. Before Chun Qiu, the word 'loyalty' in Chinese society implicated one's dedication to one's country. However, the concept of 'loyalty' has slowly evolved into a resemblance of the western concept with the increase of Western influence on Chinese society. Nowadays, loyalty is still important for Chinese employees, and several indigenous researches investigated the content and construct of loyalty in Chinese business enterprises. However, the differences between organizational loyalty in Chinese society and organizational commitment in Western society are still unclear. Furthermore, there are no reliable and validated instruments applicable to measure Chinese organizational loyalty. As a result, this study systematically reviews the findings and definitions in Chinese and Western societies, and uses qualitative approaches gathering organizational loyalty descriptions in order to identify the uniqueness of the construct of Chinese organizational loyalty. According to the literature review and qualitative analysis, the study develops the Chinese organizational loyalty scale. The scale is validated using exploratory factor analysis, confirmatory factor analysis, criteria-related validity analysis, and discriminate validity analysis. The results shows that Chinese organizational loyalty is consisted two cross-culture common dimensions-”internalization obligation” and ”identification to organization”, and six culture-specific dimensions-”dedication for company”, ”constructive suggestion”, ”helping colleague”, ”initiative”, ”protecting company resources”, and ”organizational compliance”. Implications and research directions are discussed.

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