The Organisational Ties in the Perception of the Management: Commitment, Entrenchment and Consent

ABSTRACT Objective this study aimed to analyse the perception of the ties of commitment, entrenchment and consent of the worker with the organisation, exploring their distinctive factors and their meaning for the management. Method a qualitative research was carried out with the management of companies of the retailing sector located in shopping malls. The data was gathered through ten semi-structured interviews and analysed using the content analysis technique. Results this empirical work indicates that the managers’ perceptions not only confirm the conceptual limitation of the commitment models to their affective basis, they also reveal the prominence of other organisational ties like entrenchment and consent. The data reinforce that these ties show different notions, which also operate in different attitudes of the individual at work. Conclusion these findings allow to understand the possible contextual influences on managing the different organisational ties, as well as their outcomes and impact on the performance of the individual at work. JEL Code: D23, J53, L8.

摘要
研究目的 本研究旨在分析员工对自身与组织之间的组织承诺（commitment）、固着（entrenchment）与认同（consent）三种绑定关系的感知，探讨其差异化影响因素及其对管理实践的意义。
研究方法 本研究针对坐落于购物中心内的零售行业企业管理层开展质性研究，通过10场半结构化访谈采集数据，并运用内容分析法完成数据分析。
研究结果 本项实证研究表明，管理者的感知不仅印证了现有承诺模型仅以情感为基础的概念局限性，同时揭示了固着、认同等其他组织绑定形式的重要性。数据进一步证实，这些绑定形式蕴含不同的内涵，且会对员工的工作态度产生差异化影响。
研究结论 上述研究结果有助于厘清不同组织绑定形式在管理实践中的情境影响，及其对员工工作绩效的作用与效应。
JEL分类代码：D23、J53、L8。