組織忠誠、組織承諾、及組織公民行為研究之回顧與前瞻

Studies on Organizational Loyalty, Commitment, and Citizenship Behavior in Taiwan: A Critical Review

西方研究者於一九七○年代起，開始關注組織承諾與組織公民行為等意涵著組織忠誠的相關概念。或許是為了進行跨文化比較，或是基於技術引進等種種理由，組織承諾與組織公民行為的概念，也理所當然地被移植到台灣組織行為研究之中。於是，在八○年代，組織承諾成為台灣組織行為研究的流行議題，頗受研究者的關注。然而，組織承諾或組織公民行為這種舶來概念存有一些根本的問題，必須加以解決，否則就會發生曲解或削足適履的情形。忠誠可說是華人傳統文化價值的重要核心之一，即使歷經數千年的演變，對於華人企業組織的員工行為，仍具有不可輕忽的影響力。因此，組織忠誠的本土性構念與發展，成為重要的研究議題。本文系統性地回顧與分析台灣近二十年來，有關組織忠誠、組織承諾、及組織公民行為的研究，再以本土化的觀點，對組織忠誠議題進行更為深入的探討，期能為組織忠誠研究提供可進一步開展的理論基礎。

From 1970s Western researchers recognized the importance of employee’s organizational loyalty and its related concepts, such as organizational commitment and organizational citizenship behavior. Almost at the same time, these Western concepts were adopted in Taiwan organizational behavior studies for the purpose cross-cultural comparisons or importing novel issues. In 1980s, organizational commitment became one of the most popular topics in Taiwan OB studies. However, both concepts of organizational commitment and organizational citizenship behavior were developed in the Western culture, the appropriateness of applying these imposed constructs is questionable. It has been known that loyalty has its own history in Chinese society. Loyalty not only is a core value of traditional Chinese culture, but also plays an important role in influencing employee’s work behavior in Chinese business enterprises. Therefore, it is important to develop the indigenous concept of Chinese organizational loyalty. This paper systematically reviews the organizational loyalty, commitment, and citizenship behavior research in Taiwan. Using indigenous perspective, the construct of Chinese organizational loyalty is further investigated. Implications and research directions are discussed in light of the Chinese culture for future investigations into organizational commitment.