We distinguish three organizational commitment (OC) processes (compliance, identification, and internalization) based on functional theory and examine whether the importance of these mechanisms varies with public servants’ OC levels. Our quantile regression results provide evidence for both the phased characteristics and common basis of OC. pay and promotion appropriateness have stronger positive associations with OC among low-committed employees, and public service motivation has a stronger positive association with OC among high-committed employees; compliance and intrinsic internalization processes are especially active at low and high commitment levels, respectively. On the other hand, group culture and transformational leadership as a common basis of OC has similar effects on the improvement of OC for all public servants, regardless of OC levels; identification and extrinsic internalization processes are important to a similar extent at all OC levels.

我们基于功能理论区分了三个组织承诺 (OC) 过程（合规、识别和内化），并检查这些机制的重要性是否随公务员的 OC 级别而变化。我们的分位数回归结果为 OC 的分阶段特征和共同基础提供了证据。低承诺员工的薪酬和晋升适当性与OC有更强的正相关，高承诺员工的公共服务动机与OC有更强的正相关；合规性和内在化进程分别在低承诺和高承诺水平上特别活跃。另一方面，集体文化和变革型领导作为 OC 的共同基础，对所有公务员的 OC 改善具有相似的影响，无论 OC 水平如何；识别和外在内化过程在所有 OC 水平上都具有相似的重要性。