This study utilized a longitudinal design, four weeks apart, to examine how clan control affected meaningfulness of work that in turn enhanced job satisfaction, organizational commitment, and organizational identity. Participants were 143 police officers. Results demonstrated that police officers who perceived that the organization created an environment in which officers shared and enact common values, perspectives, and accounted for their actions (clan control) reported that their jobs as having more positive meanings (meaningfulness of work). Officers who experienced more meaningfulness of work were found to have higher affective organizational commitment, job satisfaction, and organizational identity four weeks later. In addition, job satisfaction was found to be partially mediating the effect of meaningfulness of work on affective organizational commitment. Our results suggested that meaningfulness of work could be induced by clan control which emphasizes shared values, beliefs, and traditions, which is the most appropriate in complex organizations nowadays where employees oftentimes engage in different tasks for a common organizational goal, with hard-to-measure performance indicators.

这项研究采用了纵向设计（相隔四个星期）来检查家族控制如何影响工作的意义，进而提高工作满意度，组织承诺和组织认同感。参加者是143名警官。结果表明，警务人员认为组织创造了一个环境，使警务人员共享并制定了共同的价值观，观点并对其行动负责（宗族控制），他们报告说他们的工作具有更积极的意义（工作意义）。发现工作意义更大的官员在四个星期后具有较高的情感组织承诺，工作满意度和组织认同感。此外，工作满意度被发现部分地调节了工作的意义对情感组织承诺的影响。我们的研究结果表明，宗族控制可以激发工作的意义，控制权强调共同的价值观，信念和传统，这在当今的复杂组织中最为合适，在这些复杂的组织中，员工经常为了共同的组织目标而从事不同的任务，而这些任务很难做到。衡量绩效指标。