This study addresses a major challenge the nonprofit sector is facing: low organizational commitment from employees. In response to the call to take into consideration contextual and institutional factors, it draws from the stakeholder theory and the organizational support theory to investigate how internal and external organizational processes could influence organizational commitment. The quantitative data collected from over 200 nonprofit employees revealed that organizational commitment was positively related to engaged leadership, community engagement effort, degree of formalization in daily operations, and perceived intangible support for employees. Further analysis showed that tangible support measured as perceived fair pay has an indirect effect, which is contingent upon how well the nonprofits engage with internal and external stakeholders. Findings suggest that nonprofit employees’ personal tangible gains may come second when assessing their commitment to the organization; instead, how well their employer manages stakeholder relationships in a larger community plays a more significant role.

这项研究解决了非营利部门面临的一个主要挑战：员工的组织承诺低。为了响应考虑背景和制度因素的呼吁，它借鉴了利益相关者理论和组织支持理论来研究内部和外部组织过程如何影响组织承诺。从 200 多名非营利组织员工收集的定量数据显示，组织承诺与参与的领导、社区参与努力、日常运营的正规化程度以及对员工的无形支持呈正相关。进一步的分析表明，以感知公平薪酬衡量的有形支持具有间接影响，这取决于非营利组织与内部和外部利益相关者的互动程度。调查结果表明，在评估非营利组织员工对组织的承诺时，他们的个人有形收益可能排在第二位；相反，他们的雇主如何在更大的社区中管理利益相关者关系起着更重要的作用。