Теоретична модель психологічних чинників організаційної лояльності персоналу

Abstract

Introduction. In modern organizational psychology and human resource management, the problem of enhancing employee organizational commitment plays a significant role. The aim of the study is to analyze the recent publications on the current problems of positive and organizational psychology as well as to create a theoretical model of staff organizational commitment psychological factors. Research results. Based on the principles of positive psychology, the author has made a theoretical model of organizational commitment. According to the literature, organizational commitment can be divided into affective (positive emotional attitude to the organization), continuance (desire to continue work in the organization) and normative (obeying the rules and norms of the organization). The author analyzes the organizational commitment components (psychological capital, vitality, job satisfaction, social well-being), social and psychological factors (cultural factors, the situation on the regional labor market, stability of the organization, its corporate culture and the prospect of career and professional growth of employees) as well as personal factors (motivation, career orientation, work values, ambiguity tolerance, individual work style). Conclusions. The theoretical model proposed by the author can be used as a basis for further empirical studies of organizational commitment of staff.