中文摘要：

21世纪的管理是以人为中心的人本管理，如何处理好组织与员工的关系是管理的核心内容之一，而组织承诺就是探讨这种关系的重要课题。高组织承诺员工队伍是组织持续竞争优势的来源之一，提升员工组织承诺具有重要的战略和现实意义。组织承诺具有多维特性，不同维度的组织承诺具有独特的预测效力。人力资源实践对组织承诺存在显著影响，以往研究很少考虑人力资源实践系统对其整体组合效应及其作用过程机制的研究。从理性逻辑推理和研究成果而言，组织承诺对绩效具有较好预测力，其关系模式受到自主性等因素的缓冲作用。近期研究聚焦于组织承诺与相关概念间的区别，关注变革型领导对组织承诺的影响过程机制，聚焦于组织承诺与组织公民行为间的影响模式。上述研究成果，为深入分析组织承诺形成过程及采取相应的组织管理策略提供有益的参考。

英文摘要：

Management in the 21st century is human-oriented, and how to deal with the relationship between the organization and employees is the core of management. Organizational commitment is an important topic for studying this relationship. Due to the downsizing resulting from organizational acquisition, merger and changes in the recent years, employees＇ organizational commitment is decreasing. Many studies suggest that employees with high organizational is one of the sources of the organization＇s sustainable competitive advantages, so it is very significant to enhance the employees＇ organizational commitment. A great number of studies show that organizational commitment has multiple dimensions, each with distinctive predicting effects. So far, it has not been significant in the dimensions＇ discriminate validity, so it is necessary to further study on the structural model of organizational commitment. Human resource management practices consisting of recruitment and selection, training and development,career management, compensation and motivation, and performance management, have significant effects on organizational commitment. But previous studies focused only on the effect of a single HRM practice on the organizational commitment and failed to examine the configuration effects of the overall HRM practices, nor about the process and effect mechanism of HRM practices. In view of rationally logical reasoning and theoretical findings, there is a clear causal relationship between organizational commitment and performance, and organizational commitment has better predicting effects on performance while this relationship is obviously moderated by autonomy, employees＇ level, and so on. Recently, researchers have focused on the differences between concepts of organizational commitment and organizational identity strength, organizational identification. The findings suggest that organizational commitment is distinctively different from those concepts and significantly different in predicting effects on various outco