大学生的职业归因风格、职业价值观、职业决策自我效能与求职行为的关系
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摘要
职业不仅是个人谋生的手段,也是个人实现自我价值的途径。在信息一体化、经济全球化的21世纪,人才能够在全球范围内自由流动,个人在选择职业时拥有了更多的自主权,职业发展已经成为个人发展的核心,人们的职业生涯决策意识日益加强,求职行为成为社会生活中的重要内容。本研究将重点研究大学生职业归因风格、职业价值观、职业决策自我效能感、求职行为的关系,试图完善职业指导理论,更好地指导大学生就业,因此本研究具有重要的理论和实际意义。
本研究分为三个部分,研究一,修订“职业归因风格问卷”(Adrian Furnham等,1992),并对问卷的心理测量学指标进行了检验;研究二,编制求职行为问卷;研究三,探讨大学生职业归因风格、职业价值观、职业决策自我效能感、求职行为的关系。从滨州职业学院、滨州学院、山东中医药大学三所高校随机整群抽取研究被试515人参加本研究。研究工具使用研究者本人修订的“职业归因风格问卷”,我国台湾学者吴铁雄等(1994)编制的“工作价值观问卷”,彭永新、龙立荣(2001)修订的“大学生职业决策自我效能感问卷”和研究者本人编制的“求职行为问卷”。
主要研究结果如下:
1.修订的“职业归因风格问卷”经过因素分析,由特征值和碎石图结果,得出负性事件稳定性整体性;正性事件稳定性整体性;正性事件内在性控制性;负性事件内在性控制性;外在性五个因素,与维纳等关于归因维度的划分相一致。问卷α系数分别为0.82和0.80;KOM值0.718,自由度780,达显著性;累计解释率为41.605%,具有较好的信效度,可作为评估大学生职业归因风格的测评工具。
2.编制的“求职行为问卷”根据对求职行为维度的理论分析,限定了因素分析的层面,限定5因素。KOM值.758,自由度300,达显著,主成分分析抽取五个因素,求职强度;求职的短期—长期(也包含求职强度的成分);求职内容性质的自主求职和关系求职及求职频率五个因素,累积的解释总变异量为51.467%。问卷的α系数为0.75,具有较好的信效度,可作为评估大学生求职行为的测评工具。
3.大学生职业归因风格、职业价值观、求职行为均存在显著的性别差异,女生得分明显高于男生。大学生职业决策自我效能不存在显著的性别差异。大学生职业归因风格、职业价值观、职业决策自我效能均存在显著的校际差异,总体上,职业院校学生得分高于普通本科院校。
两类学校学生求职行为得分无显著差异,但是各维度分量表得分却存在显著差异。在求职强度和求职短期长期维度得分差异显著,均为职业院校学生得分高于普通院校学生,显示职业院校学生求职更加努力。而在求职频率和求职内容性质维度的自主求职、关系求职层面,普通本科院校学生得分高于职业院校学生,显示普通本科院校学生求职方式更灵活,频率更高。
大学生职业归因风格、职业价值观、职业决策自我效能之间均存在极显著的正相关。职业决策自我效能与求职行为整体上呈极显著的正相关。
以职业归因风格、职业价值观、职业决策自我效能及各维度为自变量,以求职行为为因变量的逐步回归分析结果表明,有2个变量进入了回归方程,这2个变量共可以解释择业效能感的5.7%的变异量。增加人口学变量后,性别、年龄进入回归方程。
4.路径分析结果表明,对学生求职行为的影响因素中,职业决策自我效能可能是一个“中介变量”。其中职业价值观对求职行为的影响,是经由职业决策自我效能变量,再间接影响求职行为,因而职业价值观对求职行为的影响是间接的;而职业决策自我效能变量直接显著影响求职行为。职业归因风格则分别通过职业价值观和职业决策自我效能而间接影响到求职行为,职业归因风格对求职行为的直接影响也较小。
Occupation is not only a means for an individual to earn a living, but also a way for an individual to realize his self-worth. In the 21st century, as a result of the information integration and economy globalization, people are able to flow freely on a global scale and individuals have more autonomy when choosing jobs. Occupational development has become the core of personal development. People's awareness of career decision making is increasing rapidly and job search behavior has become an important part in social life. This study will focus on the relationships among undergraduates’occupation attributional style, work values, career decision making self-efficacy and their job search behavior, trying to improve the vocational guidance theory and provide undergraduates with better employment guidance, so it is of great theoretical and practical significance.
This study is divided into three parts: in part one, the "occupation attributional style questionnaire" (Adrian Furnham, 1992) is amended and a test on the psychological testing index of the questionnaire is conducted; in part two, a job search behavior questionnaire is prepared; in part three, the relationships among undergraduates’occupation attributional style, professional values, career decision making self-efficacy and job search behavior are explored. A total of 515 undergraduates chosen randomly from Binzhou Vocational College, Binzhou University and Shandong University of Traditional Chinese Medicine participated in the study. The instruments include the "occupation attributional style questionnaire" amended by the researcher, the "work values questionnaire" authorized by Tieh-Hsiung Wu and other Taiwan scholars, the "graduates’career decision making self-efficacy questionnaire" amended by Peng Yongxin and Long Lirong, and the "job search behavior questionnaire" designed by the researcher.
The main findings are as follows:
1. the amended "occupation attributional style questionnaire". After analysis, from eigenvalues and the results of the gravel map, five factors have been drawn: the stability entirety of negative events; the stability entirety of positive events; the internality controllability of positive events; the internality controllability of negative events; and externality. This is in accordance with the demarcation of attributional dimensions by Wiener and other researchers. The Crobachαcoefficient of the two subscales are respectively 0.82 and 0.80, KOM value is 0.718, and Freedom is 780, which indicate the questionnaire is statistically significant. Besides, its cumulative rate of interpretation is 41.605% and proves good reliability and validity. So the questionnaire can be used to evaluate undergraduates’occupation attributional style.
2. the self-compiled "job search behavior questionnaire". According to the theoretical analysis of the job search behavior dimensions, the level of factor analysis is limited to five factors. KOM value is 0.758 and Freedom is 300, which indicate statistical significance. Five factors are chosen for principal component analysis: job search intensity; short-term or long-term job search (also includes job search intensity components); the nature of job search—self or relation job search; and job search frequency. The cumulative total variance amount of interpretation is 51.467%. The Crobachαcoefficient of the questionnaire is 0.75, which shows the questionnaire has eligible psychometric index and can be used to measure undergraduates’job search behavior.
3. There is significant gender difference in undergraduates’occupation attributional style, work values and job search behavior, girls score much higher than boys. There is no significant gender difference in undergraduates’career decision making self-efficacy. Undergraduates from different schools differ greatly on occupation attributional style, work values and career decision making self-efficacy. As a whole, vocational college undergraduates score higher than ordinary university undergraduates.
Undergraduates from the two types of schools do not have significant difference on the total score of job search behavior, but there are significant differences between the dimensions of the sub-scale scores, as reflected in the scores on the dimension of job search intensity and short-term or long-term job search: vocational undergraduates score higher than ordinary university undergraduates. This proves vocational undergraduates work harder at job searching. However, on the level of self and relation job search which are on the dimensions of job search frequency and the nature of job search contents, undergraduates from ordinary university score higher than those from vocational college, which indicates that ordinary university undergraduates are more flexible and have higher frequency in job search.
There is a highly significant positive correlation among undergraduates’occupation attributional style, work values and career decision-making self-efficacy, and as a whole, there is also a highly significant positive correlation between career decision making self-efficacy and job search behavior.
Taking occupation attributional style, work values and career decision making self-efficacy as independent variables and job search behavior as dependent variable, a multiple stepwise regression analysis has been conducted. The result shows two variables go into the regression equation. These two variables can interpret 5.7% of the variance in career efficacy variables. Increasing demographic variables, gender and age also go into the regression equation.
4. The result of path analysis shows that among the factors influencing the undergraduates’job search behavior, career decision making self-efficacy may be an "intermediate variable". Work values affect job search behavior indirectly, through the variable of career decision making self-efficacy; however, career decision making self-efficacy affect job search behavior directly and notably. Occupation attributional style also affect job search behavior indirectly, through work values and career decision making self-efficacy, and the direct impact of occupation attributional style on job search behavior is also smaller.
本研究分为三个部分,研究一,修订“职业归因风格问卷”(Adrian Furnham等,1992),并对问卷的心理测量学指标进行了检验;研究二,编制求职行为问卷;研究三,探讨大学生职业归因风格、职业价值观、职业决策自我效能感、求职行为的关系。从滨州职业学院、滨州学院、山东中医药大学三所高校随机整群抽取研究被试515人参加本研究。研究工具使用研究者本人修订的“职业归因风格问卷”,我国台湾学者吴铁雄等(1994)编制的“工作价值观问卷”,彭永新、龙立荣(2001)修订的“大学生职业决策自我效能感问卷”和研究者本人编制的“求职行为问卷”。
主要研究结果如下:
1.修订的“职业归因风格问卷”经过因素分析,由特征值和碎石图结果,得出负性事件稳定性整体性;正性事件稳定性整体性;正性事件内在性控制性;负性事件内在性控制性;外在性五个因素,与维纳等关于归因维度的划分相一致。问卷α系数分别为0.82和0.80;KOM值0.718,自由度780,达显著性;累计解释率为41.605%,具有较好的信效度,可作为评估大学生职业归因风格的测评工具。
2.编制的“求职行为问卷”根据对求职行为维度的理论分析,限定了因素分析的层面,限定5因素。KOM值.758,自由度300,达显著,主成分分析抽取五个因素,求职强度;求职的短期—长期(也包含求职强度的成分);求职内容性质的自主求职和关系求职及求职频率五个因素,累积的解释总变异量为51.467%。问卷的α系数为0.75,具有较好的信效度,可作为评估大学生求职行为的测评工具。
3.大学生职业归因风格、职业价值观、求职行为均存在显著的性别差异,女生得分明显高于男生。大学生职业决策自我效能不存在显著的性别差异。大学生职业归因风格、职业价值观、职业决策自我效能均存在显著的校际差异,总体上,职业院校学生得分高于普通本科院校。
两类学校学生求职行为得分无显著差异,但是各维度分量表得分却存在显著差异。在求职强度和求职短期长期维度得分差异显著,均为职业院校学生得分高于普通院校学生,显示职业院校学生求职更加努力。而在求职频率和求职内容性质维度的自主求职、关系求职层面,普通本科院校学生得分高于职业院校学生,显示普通本科院校学生求职方式更灵活,频率更高。
大学生职业归因风格、职业价值观、职业决策自我效能之间均存在极显著的正相关。职业决策自我效能与求职行为整体上呈极显著的正相关。
以职业归因风格、职业价值观、职业决策自我效能及各维度为自变量,以求职行为为因变量的逐步回归分析结果表明,有2个变量进入了回归方程,这2个变量共可以解释择业效能感的5.7%的变异量。增加人口学变量后,性别、年龄进入回归方程。
4.路径分析结果表明,对学生求职行为的影响因素中,职业决策自我效能可能是一个“中介变量”。其中职业价值观对求职行为的影响,是经由职业决策自我效能变量,再间接影响求职行为,因而职业价值观对求职行为的影响是间接的;而职业决策自我效能变量直接显著影响求职行为。职业归因风格则分别通过职业价值观和职业决策自我效能而间接影响到求职行为,职业归因风格对求职行为的直接影响也较小。
Occupation is not only a means for an individual to earn a living, but also a way for an individual to realize his self-worth. In the 21st century, as a result of the information integration and economy globalization, people are able to flow freely on a global scale and individuals have more autonomy when choosing jobs. Occupational development has become the core of personal development. People's awareness of career decision making is increasing rapidly and job search behavior has become an important part in social life. This study will focus on the relationships among undergraduates’occupation attributional style, work values, career decision making self-efficacy and their job search behavior, trying to improve the vocational guidance theory and provide undergraduates with better employment guidance, so it is of great theoretical and practical significance.
This study is divided into three parts: in part one, the "occupation attributional style questionnaire" (Adrian Furnham, 1992) is amended and a test on the psychological testing index of the questionnaire is conducted; in part two, a job search behavior questionnaire is prepared; in part three, the relationships among undergraduates’occupation attributional style, professional values, career decision making self-efficacy and job search behavior are explored. A total of 515 undergraduates chosen randomly from Binzhou Vocational College, Binzhou University and Shandong University of Traditional Chinese Medicine participated in the study. The instruments include the "occupation attributional style questionnaire" amended by the researcher, the "work values questionnaire" authorized by Tieh-Hsiung Wu and other Taiwan scholars, the "graduates’career decision making self-efficacy questionnaire" amended by Peng Yongxin and Long Lirong, and the "job search behavior questionnaire" designed by the researcher.
The main findings are as follows:
1. the amended "occupation attributional style questionnaire". After analysis, from eigenvalues and the results of the gravel map, five factors have been drawn: the stability entirety of negative events; the stability entirety of positive events; the internality controllability of positive events; the internality controllability of negative events; and externality. This is in accordance with the demarcation of attributional dimensions by Wiener and other researchers. The Crobachαcoefficient of the two subscales are respectively 0.82 and 0.80, KOM value is 0.718, and Freedom is 780, which indicate the questionnaire is statistically significant. Besides, its cumulative rate of interpretation is 41.605% and proves good reliability and validity. So the questionnaire can be used to evaluate undergraduates’occupation attributional style.
2. the self-compiled "job search behavior questionnaire". According to the theoretical analysis of the job search behavior dimensions, the level of factor analysis is limited to five factors. KOM value is 0.758 and Freedom is 300, which indicate statistical significance. Five factors are chosen for principal component analysis: job search intensity; short-term or long-term job search (also includes job search intensity components); the nature of job search—self or relation job search; and job search frequency. The cumulative total variance amount of interpretation is 51.467%. The Crobachαcoefficient of the questionnaire is 0.75, which shows the questionnaire has eligible psychometric index and can be used to measure undergraduates’job search behavior.
3. There is significant gender difference in undergraduates’occupation attributional style, work values and job search behavior, girls score much higher than boys. There is no significant gender difference in undergraduates’career decision making self-efficacy. Undergraduates from different schools differ greatly on occupation attributional style, work values and career decision making self-efficacy. As a whole, vocational college undergraduates score higher than ordinary university undergraduates.
Undergraduates from the two types of schools do not have significant difference on the total score of job search behavior, but there are significant differences between the dimensions of the sub-scale scores, as reflected in the scores on the dimension of job search intensity and short-term or long-term job search: vocational undergraduates score higher than ordinary university undergraduates. This proves vocational undergraduates work harder at job searching. However, on the level of self and relation job search which are on the dimensions of job search frequency and the nature of job search contents, undergraduates from ordinary university score higher than those from vocational college, which indicates that ordinary university undergraduates are more flexible and have higher frequency in job search.
There is a highly significant positive correlation among undergraduates’occupation attributional style, work values and career decision-making self-efficacy, and as a whole, there is also a highly significant positive correlation between career decision making self-efficacy and job search behavior.
Taking occupation attributional style, work values and career decision making self-efficacy as independent variables and job search behavior as dependent variable, a multiple stepwise regression analysis has been conducted. The result shows two variables go into the regression equation. These two variables can interpret 5.7% of the variance in career efficacy variables. Increasing demographic variables, gender and age also go into the regression equation.
4. The result of path analysis shows that among the factors influencing the undergraduates’job search behavior, career decision making self-efficacy may be an "intermediate variable". Work values affect job search behavior indirectly, through the variable of career decision making self-efficacy; however, career decision making self-efficacy affect job search behavior directly and notably. Occupation attributional style also affect job search behavior indirectly, through work values and career decision making self-efficacy, and the direct impact of occupation attributional style on job search behavior is also smaller.
引文
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[31]金盛华,李雪.大学生职业价值观:手段与目的.心理学报,2005,37(5):650-657
[32]李莉 马剑虹 大学生职业决策自我效能及其归因研究应用心理学 2003 年第 9 卷第 4期,3-6
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[34]黄晨熹.城市低保对象求职行为的影响因素及相关制度安排研究—以上海为例.社会学研究,2007,1: 137-245
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[37]罗良,沃建中.中学教师归因方式与自我效能感的关系研究.中国临床心理学杂志,2005,13(4).
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[49]刘泽文,宋照礼.刘华山 求职行为的心理学研究.心理科学进展, 2006,14(4):631-635
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[55]洪瑞斌, 劉兆明.工作價值觀研究之回顧與前瞻. 應用心理研究,2003,19: 211-250 頁
[56]董晓霞人口与经济王昌君,职业锚理论与公共人力资源配置,中国人力资源开发,2001,7. 25-27.
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[58]李菊华.谈归因方式对高校德育的影响.教育与职业,2005,8:40-42
[59] 梁宇颂 大学生成就目标、归因方式与学业自我效能感的研究 华中师大硕士论文2000