guuvestВестник университетаVestnik Universiteta1816-42772686-8415State University of Management10.26425/1816-4277-2017-11-193-199guuvest-872Research ArticleСОЦИАЛЬНАЯ ПСИХОЛОГИЯВЛИЯНИЕ ПОДДЕРЖКИ СО СТОРОНЫ ОРГАНИЗАЦИИ И ТРАНСФОРМАЦИОННОГО ЛИДЕРСТВА НА АФФЕКТИВНУЮ ПРИВЕРЖЕННОСТЬ РАБОТНИКОВ ПРОМЫШЛЕННЫХ ПРЕДПРИЯТИЙ ВЬЕТНАМАTHE EFFECT OF SUPPORT FROM ORGANIZATIONS AND TRANSFORMATIONAL LEADERSHIP ON AFFECTIVE COMMITMENT OF EMPLOYEES OF INDUSTRIAL ENTERPRISES OF VIETNAMКнязевВ. Н.KnyazevV. N.noemail@neicon.ruЛеТ. М.LoanLe Thi Minhnoemail@neicon.ruФамМ. Ш.SonPham Minhnoemail@neicon.ruФГБОУ ВО "Государственный университет управления"Russian Federation"Вьетнамский государственный университет"Russian Federation"Государственная Политическая Академия им. Хо Ши Мина" (Ханой, Вьетнам)Russian Federation201730112017011193199Copyright © Князев В.Н., Ле Т.М., Фам М.Ш., 20172017Князев В.Н., Ле Т.М., Фам М.Ш.Knyazev V.N., Loan L.M., Son P.M.Данная работа распространяется под лицензией Creative Commons Attribution 4.0.This work is licensed under a Creative Commons Attribution 4.0 License.https://vestnik.guu.ru/jour/article/view/872

Результат опроса 547 работников на промышленных предприятиях Вьетнама показывает, что поддержка работника со стороны организации и трансформационное лидерство имеют позитивную и статистически значимую корреляцию с эмоциональной приверженностью работника. Результаты регрессионного анализа подтверждают, что поддержка со стороны организации оказывает большее влияние на эмоциональную приверженность, чем трансформационное лидерство. Кроме того, социальный пакет и харизма лидера-руководителя оказывают самый сильный эффект на эмоциональную приверженность. Исследование также показало, что трансформационное лидерство имеет модерирующий эффект во взаимосвязи между организационной поддержкой и эмоциональной приверженностью. В исследовании предлагаются некоторые рекомендации по повышению эмоциональной приверженности работников в организации.

He result of a survey of 547 workers at Vietnamese industrial enterprises shows that the organizational support and the transformation leadership have a positive and statistically significant correlation with emotional commitment. The results of the regression analysis confirm that the organizational support has more influence than the transformational leadership on emotional commitment. In addition, the social package and charisma have the strongest effect on emotional commitment. This study also showed that transformational leadership has a moderating effect on the interaction between organizationalal support and emotional commitment. The study suggests some recommendations to improve the workers’s emotional commitment to the organization.

эмоциональная приверженностьподдержка со стороны организациитрансформационное лидерствоemotional commitmentorganizational supporttransformational leadershipReferencesТихомиров, А. А. Стили лидерства и успешность слияний: трансформационно-трансакционная концепция лидерства / А. А. Тихомиров, У. Д. Спэнглер // Российский журнал менеджмента. - 2005. - №3(2). - С. 71-98.Tihomirov A. A., Spengler U. D. Stili liderstva i uspeshnost' sliyanij: transformacionno-transakcionnaya koncepciya liderstva [The leadership styles and the success of mergers: the transformational-transactional leadership concept]. Rossijskij zhurnal menedzhmenta [Russian management journal], 3(2), pp. 71–98.Bass, B.M. Leadership and performance beyond expectations. - New York, Free, 1985.Bass B.M. Leadership and performance beyond expectations. New York, Free, 1985.Bauer, T.N., Bodner, T., Erdogan, B., Truxillo, D.M., Tucker, J.S. Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes and methods // Journal of Applied Psychology, 2007, Vol. 92, pp. 707-721.Bauer T.N., Bodner T., Erdogan B., Truxillo D.M., Tucker J.S. Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes and methods. Journal of Applied Psychology, 2007, Vol. 92, pp. 707–721.Bono J.E., Ilies R. Charisma, positive emotions and mood contagion // The Leadership Quarterly, 2006, Vol. 17 (4), pp. 317-334.Bono J.E., Ilies R. Charisma, positive emotions and mood contagion. The Leadership Quarterly, 2006, Vol. 17 (4), pp. 317–334.Eisenberger, R., Huntington, R., Hutchison, S., Sowa, D. Perceived organizational support // Journal of Applied Psychology, 1986, Vol. 71, pp. 500-507.Eisenberger R., Huntington R., Hutchison S., Sowa D., Perceived organizational support. Journal of Applied Psychology, 1986, Vol. 71, pp. 500–507.Hackett, R.D., Bycio, P., Hausdorf, P.A., Further assessments of Meyer and Allen’s (1991) three - component model of organizational commitment // Journal of Applied Psychology, 1994, Vol. 79, pp. 15-23.Hackett R.D., Bycio P., Hausdorf P.A., Further assessments of Meyer and Allen’s (1991) three – component model of organizational commitment. Journal of Applied Psychology, 1994, Vol. 79, pp. 15–23.Kooij, D., Jansen, P., Dikkers, J., Lange, A. The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta-analysis // Journal of Organizational Behavior, 2010, Vol. 31, pp. 1111-1136Kooij D., Jansen P., Dikkers J., Lange, A. The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta-analysis. Journal of Organizational Behavior, Vol. 31, pp. 1111– 1136, 2010.Meyer J.P., Allen N.J. Commitment in the workplace: Theory, research, and application. - Thousand Oaks, CA: Sage, 1997. 160 p.Meyer J.P., Allen N.J. Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage, 1997. 160 p.Meyer J.P., Smith C.A., HRM practices and organizational commitment: Test of a mediation model // Canadian Journal of Administrative Sciences, 2001, Vol. 17, pp. 319-331.Meyer J.P., Smith C.A., HRM practices and organizational commitment: Test of a mediation model. Canadian Journal of Administrative Sciences, 2001, Vol. 17, pp. 319–331.Nguni S., Sleegers P., Denessen E. Transformational and transactional leadership effects on teachers' job satisfaction, organizational commitment, and organizational citizenship behavior in primary schools: The Tanzanian case // School effectiveness and school improvement, 2006, 17(2), pp. 145-177.Nguni S., Sleegers P., Denessen E. Transformational and transactional leadership effects on teachers' job satisfaction, organizational commitment, and organizational citizenship behavior in primary schools: The Tanzanian case. School effectiveness and school improvement, 2006, 17(2), pp. 145–177.Shamir B., House R.J. and Arthur M.B. The motivational effects of charismatic leadership: A self-concept based theory // Organization science, 1993, I. 4 (4), pp. 577-594.Shamir B., House R.J. and Arthur M.B. The motivational effects of charismatic leadership: A self – concept based theory. Organization science, 1993, I. 4 (4), pp. 577–594.Nghiên Cứu Gắn Kết Đội Ngũ [Электронный ресурс]. Форма доступа : http://vn.dalecarnegie.com/news/nghien-cuu-gan-ket-doi-ngu/ (дата обращения : 10.10.2017).Nghiên Cứu Gắn Kết Đội Ngũ. Available at: http://vn.dalecarnegie.com/news/nghien-cuu-gan-ket-doi-ngu/ (Accessed: 10 October 2017).

The authors declare that there are no conflicts of interest present.