企业员工职业适应能力：测量及影响机制
|
摘要
职业适应能力,是个体能够顺应职业环境的变化,解决职业发展中的现实问题所需具备的一系列特殊能力,包括组织融合能力、工作沟通能力、学习发展能力、情绪调节能力和职业转化能力五个方面,它是衡量一个人职业发展状况最重要的心理学参数。在经济结构转型困难、职业选择机会有限而竞争激烈的条件下,个体的职业适应能力如何,不但关乎个人与家庭幸福,也关乎企业发展。
鉴于目前学界所开发使用的“生涯适应力量表”并不适合作为职业适应能力的测量工具,而且相关研究成果较少,因此,本研究在质化研究基础上编制出本土化测量工具,采用多阶段嵌套模型研究设计,运用跨层结构方程模型和序列中介效应模型分析方法,先后分批对重庆、河南、江苏、上海、浙江、广东、广西7省市30家企业1387名员工进行了量表施测,就职业适应能力的影响机制,即影响职业适应能力的关键组织与个体因素,和职业适应能力对个体工作生活质量的作用进行了较为系统和深入的研究。
整个研究分为五个部分：
研究一采用质性研究方法,通过对68名员工的结构式访谈和开放式问卷调查,采用内容分析方法,围绕着”企业员工职业发展中面临的主要问题”,以及“解决这些问题需要哪些能力”两个问题,对研究对象的原始陈述编码整理成类目,然后再抽象概括成主题,最后得出职业适应能力的五维度构念结构。
研究二的目的是开发出企业员工职业适应能力的本土化测量工具。确定以组织融合能力、工作沟通能力、学习发展能力、情绪调节能力和职业转化能力五个构念维度,构成职业适应能力自陈量表的测量模型。经过项目编制、预测、项目分析、修订和正式施测几个环节,对量表的内部一致性信度、重测信度和分半信度,以及内容效度、建构效度和实证效度分别进行了检验。
研究三的目的是描述和推断职业适应能力的统计特征。通过大规模施测,对不同性质、行业和发展阶段的企业员工采样,收集到具有代表性的职业适应能力样本数据,进行整体描述统计,以及对职业适应能力在企业性质、企业行业和发展阶段等组织变量,以及在性别、跳槽经历、文化程度、入职时间、工作部门和职位等变量上的差异情况进行检验。
研究四的目的是系统探讨影响企业员工职业适应能力的组织与个体因素。采用多阶段嵌套研究设计,先后以心理资本、主动性人格和大五人格、工作特征、组织支持和组织文化等变量为前因变量,运用跨层结构方程模型和序列中介效应模型分析方法,逐步整合前面的研究变量,分别探讨其直接效应、间接效应和调节效应,最后确定出对职业适应能力有显著影响力的关键因素模型。
研究五的目的是探讨职业适应能力对个体工作生活质量的作用。以职业适应能力为前因变量,以工作应激、工作满意度和组织承诺为工作质量的结果变量,以工作家庭冲突和应激情绪反应为生活质量的结果变量,分别进行模型检验。
在上述实证研究基础上,以职前和职后为界,本研究还分别探讨了对个体职业适应能力进行干预的途径和策略。
上述研究得出如下主要结论：
1.企业员工的职业适应能力,具有明显的外部建构特点,是“面向现实”的建构。企业员工职业适应能力包括组织融合能力、工作沟通能力、学习发展能力、情绪管理能力和职业转化能力五个维度。“职业适应能力”自陈量表具有良好的信效度,五个分量表可以单独或组合使用。
2.企业文化的规范性、支持性和创新性特征不仅对员工的职业适应能力具有直接的正向效应,而且还通过组织支持、工作特征和员工的主动性人格之间的序列中介作用来间接施加影响。
3.组织支持对员工的职业适应能力具有显著的直接正向影响作用,而且还通过工作特征和主动性人格的序列中介作用,间接影响员工的职业适应能力。
4.工作丰富性、工作自主性和反馈等工作特征,对员工的职业适应能力具有直接正向影响作用,而且还通过员工的主动性人格,对职业适应能力有间接影响效应。
5.员工的心理资本和主动性人格直接正向影响其职业适应能力。
6.员工的职业适应能力对员工的工作满意度和组织承诺具有正向影响作用,工作满意度在其中起部分中介作用。
7.员工的职业适应能力对应激情绪反应,即焦虑、抑郁和愤怒具有负向影响作用；工作家庭冲突对焦虑、抑郁和愤怒也具有向影响作用,并且调节职业适应能力对应激情绪反应的影响。
本研究的主要创新之处：
1.从研究视角与内容上,基于职业适应能力的经验建构,开发出本土化测量工具,从组织与个体两个层面,首次建构出一个完整的跨层职业适应能力影响机制的理论模型,对该领域的实证研究做出了有益探索；
2.从研究方法上,采用多阶段嵌套研究设计,运用跨层结构方程模型和序列中介效应模型,为组织应用研究中的模型探索和理论整合提供了范例。
今后宜进一步展开职业适应能力的认知、情绪反应的脑机制研究,以及干预实验研究,以继续推进该领域研究的进一步发展。
Professional adaptabilities are the theries of specific abilities of a employee to solve the main practical problems derived from the process of the career development, namely, the ability of integrating into corporate, the ability of communicating with job-related persons, the ability of learning for professional advances, the ability of regulating one's emotions, and the ability of transforming one's careers.The professional adaptabilities are the very important psychological Indices which reflect one's career development situations under the conditions of hard times and fierce competitions.
In view of the popular used concept of career adaptabilities and the scale established by Savickas, are inappropriate for measuring professional adaptabilities, and the research in the field, is rather weak and unsystematic. this thesis, is aimed to develop a suitable measuring instrument on the basis of a qualitative study, so as to apply the multistage nested model design and the hierarchical structural equation model method, to explore the influencing mechanism of professional adaptabilities, using a sample of1387employees among30corporations.
The whole study is divided into five parts:
In the first study,68participants were recruited in a structured interview or an open questionnaire survey, to answer the following two questions,"what are the main problems faced in the employee'career development?", and "what abilities do they need to solve these problems?" All the original statements of the participants were coded into categories, and then all the categories were abstracted and generalized into the themes, finally it is constructed into five dimensions of professional adaptabilities.
The aim of the second study, is to develop a measuring instrument of professional adaptabilities, which consists of five dimensions:integrating into corporate, communicating with job-related persons, learning for professional advances, regulating one's emotions, and transforming one's careers. After all the items were compiled, preliminary tested, revises, and retested, internal consistency reliability, retest reliability, split-half reliability, content validity, construct validity and empirical validity were successively tested.
The aim of the third study, is to describe and infer the statistical characteristics of the employee's professional adaptabilities. Through a large sample of employees from enterprises with different properties, industries and development stages, data collected were be carried analysis of overall descriptive statistics first, and then the variance testing and contrast within levels of all the demographic variables or the subjects characteristic variables.
The aim of the fouth study, is to explore the main orgnizational and individual factors influencing the employee's career development. Using multistage nested model design, all the direct and indirect effects of hierarchical structural equation models and multiple sequence mediation models were tested successively with such the dependent variables as psychological capital, proactive personality, big five personalities, job characteristics, organizational support and organizational culture.
The aim of the fifth study, is to test the impacts of professional adaptabilities on the individuals'quality of working life. Two models were tested successively, one of which contains job stress, job satisfaction and organizational commitment as outcome variables of working quality, the other of which contains work-family conflict and stress responses as outcome variables of life quality.
The main conclusions are as followed.
1. The professional adaptabilities of corporation employees included five dimensions, they were the ability of integrating into corporate, the ability of communicating with job-related persons, the ability of learning for professional advances, the ability of regulating one's emotions, and the ability of transforming one's careers. The self-report inventory of the professional adaptabilities had good reliabilities and good validities.The five subscales could be used separately or used in combination.
2. The characteristics of corporate culture had not merely a positive and obvious direct influence on the professional adaptabilities, but also a obvious indirect influence on them through organizational support, job characteristics, and proactive personality.
3. Organizational support, also, had not merely a positive and obvious direct influence on the professional adaptabilities, but also a obvious indirect influence on them through job characteristics and proactive personality.
4. Job characteristics had not merely a positive and obvious direct influence on the professional adaptabilities, but also a obvious indirect influence on them through proactive personality.
5. The transactional psychological capital, the relational psychological capital and proactive personality had a positive and obvious influence on the professional adaptabilities.
6. Employees' professional abilities had a positive and obvious direct influence on employee's job satisfaction and organizational commitment. Job satisfaction plays a partial mediating role between them.
7. The employee's professional adaptabilities had a negative impact on anxiety, depression and anger, but work-family conflict had a positive impact on anxiety, depression and anger, and work-family conflict played a moderating role between professional adaptabilities and anxiety, depression and anger.
Innovations in this study are as follows:
1. In terms of the research perspective and the research contents, this study explored a local measuring instrument in order to construct a integrated theoretical influence factor model of professional abilities on the basis of hierarchical linear model analysis.
2. In terms of the research methods, using the multi-stage nested model design, hierarchical structural equation model was used to explore appropriate models and theoretical integration.
鉴于目前学界所开发使用的“生涯适应力量表”并不适合作为职业适应能力的测量工具,而且相关研究成果较少,因此,本研究在质化研究基础上编制出本土化测量工具,采用多阶段嵌套模型研究设计,运用跨层结构方程模型和序列中介效应模型分析方法,先后分批对重庆、河南、江苏、上海、浙江、广东、广西7省市30家企业1387名员工进行了量表施测,就职业适应能力的影响机制,即影响职业适应能力的关键组织与个体因素,和职业适应能力对个体工作生活质量的作用进行了较为系统和深入的研究。
整个研究分为五个部分：
研究一采用质性研究方法,通过对68名员工的结构式访谈和开放式问卷调查,采用内容分析方法,围绕着”企业员工职业发展中面临的主要问题”,以及“解决这些问题需要哪些能力”两个问题,对研究对象的原始陈述编码整理成类目,然后再抽象概括成主题,最后得出职业适应能力的五维度构念结构。
研究二的目的是开发出企业员工职业适应能力的本土化测量工具。确定以组织融合能力、工作沟通能力、学习发展能力、情绪调节能力和职业转化能力五个构念维度,构成职业适应能力自陈量表的测量模型。经过项目编制、预测、项目分析、修订和正式施测几个环节,对量表的内部一致性信度、重测信度和分半信度,以及内容效度、建构效度和实证效度分别进行了检验。
研究三的目的是描述和推断职业适应能力的统计特征。通过大规模施测,对不同性质、行业和发展阶段的企业员工采样,收集到具有代表性的职业适应能力样本数据,进行整体描述统计,以及对职业适应能力在企业性质、企业行业和发展阶段等组织变量,以及在性别、跳槽经历、文化程度、入职时间、工作部门和职位等变量上的差异情况进行检验。
研究四的目的是系统探讨影响企业员工职业适应能力的组织与个体因素。采用多阶段嵌套研究设计,先后以心理资本、主动性人格和大五人格、工作特征、组织支持和组织文化等变量为前因变量,运用跨层结构方程模型和序列中介效应模型分析方法,逐步整合前面的研究变量,分别探讨其直接效应、间接效应和调节效应,最后确定出对职业适应能力有显著影响力的关键因素模型。
研究五的目的是探讨职业适应能力对个体工作生活质量的作用。以职业适应能力为前因变量,以工作应激、工作满意度和组织承诺为工作质量的结果变量,以工作家庭冲突和应激情绪反应为生活质量的结果变量,分别进行模型检验。
在上述实证研究基础上,以职前和职后为界,本研究还分别探讨了对个体职业适应能力进行干预的途径和策略。
上述研究得出如下主要结论：
1.企业员工的职业适应能力,具有明显的外部建构特点,是“面向现实”的建构。企业员工职业适应能力包括组织融合能力、工作沟通能力、学习发展能力、情绪管理能力和职业转化能力五个维度。“职业适应能力”自陈量表具有良好的信效度,五个分量表可以单独或组合使用。
2.企业文化的规范性、支持性和创新性特征不仅对员工的职业适应能力具有直接的正向效应,而且还通过组织支持、工作特征和员工的主动性人格之间的序列中介作用来间接施加影响。
3.组织支持对员工的职业适应能力具有显著的直接正向影响作用,而且还通过工作特征和主动性人格的序列中介作用,间接影响员工的职业适应能力。
4.工作丰富性、工作自主性和反馈等工作特征,对员工的职业适应能力具有直接正向影响作用,而且还通过员工的主动性人格,对职业适应能力有间接影响效应。
5.员工的心理资本和主动性人格直接正向影响其职业适应能力。
6.员工的职业适应能力对员工的工作满意度和组织承诺具有正向影响作用,工作满意度在其中起部分中介作用。
7.员工的职业适应能力对应激情绪反应,即焦虑、抑郁和愤怒具有负向影响作用；工作家庭冲突对焦虑、抑郁和愤怒也具有向影响作用,并且调节职业适应能力对应激情绪反应的影响。
本研究的主要创新之处：
1.从研究视角与内容上,基于职业适应能力的经验建构,开发出本土化测量工具,从组织与个体两个层面,首次建构出一个完整的跨层职业适应能力影响机制的理论模型,对该领域的实证研究做出了有益探索；
2.从研究方法上,采用多阶段嵌套研究设计,运用跨层结构方程模型和序列中介效应模型,为组织应用研究中的模型探索和理论整合提供了范例。
今后宜进一步展开职业适应能力的认知、情绪反应的脑机制研究,以及干预实验研究,以继续推进该领域研究的进一步发展。
Professional adaptabilities are the theries of specific abilities of a employee to solve the main practical problems derived from the process of the career development, namely, the ability of integrating into corporate, the ability of communicating with job-related persons, the ability of learning for professional advances, the ability of regulating one's emotions, and the ability of transforming one's careers.The professional adaptabilities are the very important psychological Indices which reflect one's career development situations under the conditions of hard times and fierce competitions.
In view of the popular used concept of career adaptabilities and the scale established by Savickas, are inappropriate for measuring professional adaptabilities, and the research in the field, is rather weak and unsystematic. this thesis, is aimed to develop a suitable measuring instrument on the basis of a qualitative study, so as to apply the multistage nested model design and the hierarchical structural equation model method, to explore the influencing mechanism of professional adaptabilities, using a sample of1387employees among30corporations.
The whole study is divided into five parts:
In the first study,68participants were recruited in a structured interview or an open questionnaire survey, to answer the following two questions,"what are the main problems faced in the employee'career development?", and "what abilities do they need to solve these problems?" All the original statements of the participants were coded into categories, and then all the categories were abstracted and generalized into the themes, finally it is constructed into five dimensions of professional adaptabilities.
The aim of the second study, is to develop a measuring instrument of professional adaptabilities, which consists of five dimensions:integrating into corporate, communicating with job-related persons, learning for professional advances, regulating one's emotions, and transforming one's careers. After all the items were compiled, preliminary tested, revises, and retested, internal consistency reliability, retest reliability, split-half reliability, content validity, construct validity and empirical validity were successively tested.
The aim of the third study, is to describe and infer the statistical characteristics of the employee's professional adaptabilities. Through a large sample of employees from enterprises with different properties, industries and development stages, data collected were be carried analysis of overall descriptive statistics first, and then the variance testing and contrast within levels of all the demographic variables or the subjects characteristic variables.
The aim of the fouth study, is to explore the main orgnizational and individual factors influencing the employee's career development. Using multistage nested model design, all the direct and indirect effects of hierarchical structural equation models and multiple sequence mediation models were tested successively with such the dependent variables as psychological capital, proactive personality, big five personalities, job characteristics, organizational support and organizational culture.
The aim of the fifth study, is to test the impacts of professional adaptabilities on the individuals'quality of working life. Two models were tested successively, one of which contains job stress, job satisfaction and organizational commitment as outcome variables of working quality, the other of which contains work-family conflict and stress responses as outcome variables of life quality.
The main conclusions are as followed.
1. The professional adaptabilities of corporation employees included five dimensions, they were the ability of integrating into corporate, the ability of communicating with job-related persons, the ability of learning for professional advances, the ability of regulating one's emotions, and the ability of transforming one's careers. The self-report inventory of the professional adaptabilities had good reliabilities and good validities.The five subscales could be used separately or used in combination.
2. The characteristics of corporate culture had not merely a positive and obvious direct influence on the professional adaptabilities, but also a obvious indirect influence on them through organizational support, job characteristics, and proactive personality.
3. Organizational support, also, had not merely a positive and obvious direct influence on the professional adaptabilities, but also a obvious indirect influence on them through job characteristics and proactive personality.
4. Job characteristics had not merely a positive and obvious direct influence on the professional adaptabilities, but also a obvious indirect influence on them through proactive personality.
5. The transactional psychological capital, the relational psychological capital and proactive personality had a positive and obvious influence on the professional adaptabilities.
6. Employees' professional abilities had a positive and obvious direct influence on employee's job satisfaction and organizational commitment. Job satisfaction plays a partial mediating role between them.
7. The employee's professional adaptabilities had a negative impact on anxiety, depression and anger, but work-family conflict had a positive impact on anxiety, depression and anger, and work-family conflict played a moderating role between professional adaptabilities and anxiety, depression and anger.
Innovations in this study are as follows:
1. In terms of the research perspective and the research contents, this study explored a local measuring instrument in order to construct a integrated theoretical influence factor model of professional abilities on the basis of hierarchical linear model analysis.
2. In terms of the research methods, using the multi-stage nested model design, hierarchical structural equation model was used to explore appropriate models and theoretical integration.
引文
1 以国家人力资源与社会保障部公布的2013年第一季度对全国101个城市的就业统计数据为例。资料来源:http://www.chinajob.gov.cn/DatataAnlysig/content/2013-04/12/content_803270.htm
1 参见张春兴编著,《张氏心理学词典》,P697
1 参见国际健康研究协调组编写的“个人幸福指数——成人版(第5版)”,http://www.deakin.edu.au/research/acqol/iwbg/wellbeing-index/pwi-a-english.pdf
1 以国家人力资源与社会保障部公布的2013年第四季度对全国101个城市的就业统计数据为据。资料来源:http://www.chinajob.gov.cn/DataAnalysis/content/2013-04/12/content_803270.htm,
1 参见王少华、姚春旺编著.员工培训实务(第二版).北京：机械工业出版社,2011,145-153
1 参见Fields.D.L.著,杨志平等译.工作评价——组织诊断与研究适用量表.北京：轻工业出版社
蔡逢媛.(2011).人格特质和班级文化对大学生职业生涯规划的影响研究.硕士学位论文.西安：西安电子科技大学
车海燕.(2012).武警消防官兵职业压力与抑郁的关系——情绪调节自我效能感的中介作用.硕土学位论文.青岛：山东师范大学
陈美君.(2009).主动性人格与大学生创业意向的关系研究.硕士学位论文.广州：暨南大学
陈志霞,曹和平.(2013).组织社会化视角的大学生村官职业适应性研究,中南民族大学学报(人文社会科学版),33(1),85-91
陈维政,忻蓉,王安逸.(2004).企业文化与领导风格的协同性实证研究.管理世界,(2),75-83
陈国海.员工培训与开发.北京：清华大学出版社,2012：38-48
范成杰.(2005). 城市居民个人背景与其职业适应性研究——以杭州市为例.硕士学位论文,武汉：华中科技大学
范成杰.(2005).城市居民个人背景与其职业适应性研究——以杭州市为例,市场与人口分析,11(5),3-18
范成杰.(2007).青年职业适应中的先赋因素与自致因素分析——杭州市589名青年的调查.青年研究,3：29-32
范素平.(2012).企业员工组织支持感、敬业度与工作绩效的关系研究.硕士学位论文,成都：西南财经大学
方俐洛.(2001).职业心理与成功求职.北京,机械工业出版社,37-42
方翰青,谭明.(2012).高职生职业适应性的实证研究. 教育学术月刊，11,83-86
郭黎岩,李淼.(2010).中小学流动教师的职业适应与社会支持关系研究.教师教育研究,22(3),56-60
何贵兵,王重鸣.(1998).职务绩效评估的因果模型.应用心理学,4(1),59-64
胡旦.(2007).变革环境下我国公务员职业适应性水平的实证研究——以广州市291名公务员为例.硕士学位论文,广州：暨南大学
侯杰泰,温忠麟,成子娟.结构方程模型及其应用.北京：教育科学出版社,2004：198-213
蒋灿.(2007).自我意识量表的初步修订及相关研究.硕士学位论文,重庆：西南大学
柯江林,孙健敏,李永瑞.(2009).心理资本：本土量表的开发及中西比较.心理学报,41(9),875-888
李焕荣,洪美霞.(2012).员工主动性人格与职业生涯成功的关系研究.中国人力资源开发,4,9-21
凌文辁,杨海军,方俐洛.(2006).企业员工的组织支持感.心理学报,38(2),281-287
刘艳虹,彭莎莎,李茜,李爱芬,李君,王丹,郑影卓.(2013).聋人社会支持、心理弹性与职业适应的关系研究.中国特殊教育1,42-46
刘密,龙立荣,祖伟.(2007).主动性人格的研究现状与展望.心理科学进展,15(2),333-337
刘光明.(2006). 企业文化(第五版).北京：经济管理出版社,166-193
卢美月,张文贤.(2006).企业文化与组织绩效关系研究 南开管理评讼,9(6),26-30
罗茜,李洪玉,何一粟.(2012).高校教师人格特质、工作特征与工作满意度的关系研究.心理与行为研究，10(3),215-219
(美)Fields,D.L.(著).杨志平等译.(2004).工作评价：组织诊断与研究实用量表.北京：中国轻工业出版社,63-87
(美)Lock,R.D.(著).王东升等译.(2006).把握你的职业发展方向.北京：中国轻工业出版社,10-23
(美)Robbins,S.P., & Judge,T.A.(著).李原,孙健敏译.(2008).组织行为学(第十二版).北京：中国人民大学出版社,191-210
(美)Reber,A.S.(著).李伯黍译.(1996).心理学词典(第一版).上海：上海译文出版社
(英)牛津大学出版社编著.(2005).牛津大学英语词典,上海：上海译文出版社
秦启文.(2002). 企业理念的理性反思与实证研究.博士学位论文.重庆：西南大学
秦启文,张志杰.(2003). 企业理念功能、价值取向的公众观及其对员[的激励作用.心理科学,26(1),142-143
商佳音,甘怡群.(2009).主动性人格对大学毕业生职业决策自我效能的影响.北京大学学报(自然科学版),45(3),548-554
舒华,张学明,韩在柱.实验心理学的理论、方法与技术.北京：人民教育出版社,2006：61-82
谭小宏,秦启文,潘孝富.(2007).企业员工组织支持感与工作满意度、离职意向的关系研究.心理科学，30(2),441-443
谭小宏.(2007).个人与组织价值观匹配研究——效用与策略.博士学位论文.重庆：西南大学
谭弘.(2007).民航飞行员心理应激及其相关因素的关系研究.硕士学位论文.天津：天津师范大学
滕永波.(2002).企业文化测量：理论基础与模型分析.山东财政学院学报，(2),78-80
许宪伦.(2011).当代中国人职业适应性人格结构初控.硕士学位论文.郑州：郑州大学
王登峰,崔红.(2003).中国人人格量表(QZPS)的编制过程与初步结果.心理学报,35(1),127-136
王登峰,崔红.(2003).中西方人格结构的理论和实证比较,北京大学学报(哲学社会科学版), 40(5),109-120
王登峰,崔红.(2004).中国人人格量表的信度与效度.心理学报,36(3),347-358
王登峰,崔红.(2007).人格结构的中西方差异与中国人的人格特点.心理科学进展,15(2),196-202
王茂福.(2010).农民工职业适应水平实证分析.城市问题，8,70-74
王益富.(2012).生产型企业的工作自主性：概念、测量及相关研究.心理科学进展,20(7),1062-1067
温忠麟,张雷,侯杰泰,刘红云.(2004).中介效应检验程序及其应用.心理学报,36(5),614-620
温忠麟,侯杰泰,张雷.(2005).调节效应与中介效应的比较和应用.心理学报,37(2),268-274
吴明隆.(著).结构方程模型-—AMOS的操作与应用(第二版).重庆：重庆大学出版社,2010：212-260
许百华,张兴国.(2005).组织支持感研究进展.应用心理学,11(4),325-329
徐金平.(2011).某电力企业员工职业紧张、工作倦怠、抑郁状况和影响因素分析及其关联的研究.硕士学位论文.北京：中国疾病预防控制中心
徐晓锋,车宏生,林绚晖,张继明.(2005).组织支持理论及其研究,心理科学,28(1),130-132
姚景照.(2009).生产型民营企业组织诚信价值观：理论与实证研究.博士学位论文,重庆：西南大学
杨君茹,费明胜.(2011).企业文化维度构建及其对员工满意度影响的实证研究.财经论丛,159(4),99-104
叶龙,褚福磊.(2013).技能人才职业胜任力及其与职业满意度关系研究——以铁路行业为例的实证分析.清华大学学报(哲学社会科学版).6(28),148-154
于维栋,李国光,彭树堂.(2006).民营高新企业赋税重,影响自主创新.中国民营科技与经济,(4),24-25
于海波,郑晓明.(2013).生涯适应力的作用：个体与组织层的跨层面分析.心理学报,45(6),680-693
袁方,姚裕群,陈宇.(1992).劳动社会学,北京：中国劳动出版社,31-43
中国社会科学院语言研究所词典编辑室.(2005).现代汉语词典(第五版).北京：商务印书
朱明.(2013).知识型员工的组织支持感对工作绩效的影响研究：自我效能感的中介作用.硕士学位论文,南京：南京邮电大学
朱成全.企业文化概论(第二版).(2010).大连：东北财经大学出版社,67-115
朱兵,王文平,王为东,张廷龙.(2010).企业文化、组织学习对创新绩效的影响.软科学,24(1),65-74
朱瑜,王雁飞,蓝海林.(2007).企业文化、智力资本与组织绩效关系研究.科学学研究，25(5),952-958
朱智贤.(1989).心理学大辞典.北京：北京师范大学出版社
张兴贵.(2005).人格与主观幸福感的研究述评.西北师大学报(社会科学版),42(3)：99-103
赵小云,郭成.(2010).国外生涯适应力研究述评.心理科学进展,18(9),1503-1510
仲理峰.(2007).心理资本研究评述与展望.心理科学进展,15(3)：482-487
张雷,雷雳,郭伯良.(2003).多层线性模型应用.北京：科学教育出版社,1-6
张勉,李海.(2007).企业文化、学习强度与企业绩效关系研究.中国软科学,(6),146-150
张静平,姚树桥,唐莹.(2007).工作应激与工作应激源测评研究进展.国际精神病不杂志,34(1),54-57
张春兴.(1992).张氏心理学词典.上海：上海辞书出版社
Anders, D.,& Bard, k. (2011). Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance.European Journal of Work and Organizational Psychology,20(3),367-387
Akkermans, J., Brenninkmeijer, V., Huibers, M.,& Blonk, R. W. B. (2013). Competencies for the contemporary career: Development and preliminary validation of the Career Competencies Questionnaire.Journal of Career Development,40,245-267
Ashkanasy, N.M, Broadfoot, L. E.,& Falkus, S.(2000). Questionnaire Measure of Organizational Culture. InAshkanasy.N.Metal eds. Handbookof Organizational Culture & Climate. Thousands of Oaks:Sage Publications
Bartko, J. J. (1976). On various intraclass correlation reliability coefficients. Psychological Bulletin, 83,762-765
Bateman, T. S.,& Crant, J. M.(1999). Proactive behavior:Meaning, impact, recommendations. Business Horizons,42(3),63-70
Baumeister, R. F.,& Vohs, K. D. (2007). Self-regulation, ego depletion, and motivation. Social and Personality Psychology Compass,1,115-128.
Blustein, D. L. (1997). A context-rich perspective of career exploration across the life roles.The Career Development Quarterly,45,260-274.
Blustein, D. L., Phillips, S. D., Joben-Davis, K., Finkelberg, S. L.,& Roarke, A. E. (1997). A theory-building investigation of the school-to-work transition. The Counseling Psychologist, 25,364-402.
Claes, R., Beheydt, C.,& Lemmens, B. (2005). Unidimensionality of abbreviated proactive personality scales across cultures. Applied Psychology: an International Revirw,54 (4), 476-489
Crant, J. M.(2000). Proactive beiiavior in organizations. Jounal of Management,26,(3),435-462
Creed, P. A., Fallon, T.,& Hood, M. (2009). The relationship between career adaptability, person and situation variables, and career concerns in young adults. Journal of Vocational Behavior 74,219-229
Cronshaw, S. F.,& Jethmalani, S. (2005). The structure of workplace adaptive skill in a career inexperienced group, Journal of Vocational Behavior,66,45-65
Dawis, R. V.,& Lofquist, L. H. (1978). A note on the dynamics of work adjustment. Journal of Vocational Behavior,12,76-79
Defillippi, R. J., Arthur M., B.,1994, The Boundaryless Career: A Competency-based Perspective, Journal of Organizational Behavior,15,307-324
Diefendorff, J. M., Gosserad, R. H. (2003).Understanding the emotional labor process:a control theory perspective. Journal of Organizational Behavior,24 (4):945-959
Diener, E. et al..(1999). Subjective well being: The decades of progress. Psychological Bulletin, 125 (2),276-302.
Dix, J. E.,& Savickas, M. L. (1995). Establishing a career,developmental tasks and coping responses. Journal of Vocational Behavior, 47,93-107
Duffy, R. D.,& Blustein, D. L. (2005). The relationship between spirituality, religiousness, and career adaptability, Journal of Vocational Behavior,67,429-440
Eisenberger, R.,& Huntington, R.(1986). Perceived organizational support. Journal of Applied Psychology,3(71),500-507
European Commission. (2011). Employment and social developments in Europe 2011. Luxembourg: European Union
Franlenhaeuser, M.,& Jonansson G. (1986). Stress at work:psychobiological and psychosocial aspects. International Review of Applied Psychology,35,287
Fugate, M., Kinicki, A. J.,& Ashforth, B. E. (2004). Employability,A psycho-social construct, its dimensions,and applications. Journal of Vocational Behavior,65 (1),14.
Goldsmith A H, Veum J R, and Darity W. (1997). The impact of psychological and human capital on wages. Economic Inquiry,,35:815-829
Goldsmith A H, Darity W, and Veum J R. (1998). Race, cognitive skills, psychological capital and wages. Review of Black Political Economy,26:13-22
Grandey A. A. (2000). Emotion regulation in the work place: a new way to conceptualize emotional labor. Journal of Occupational Health Psychology,5 (1):95-110
Guzman, A. B. D.,& Choi, K.O. (2013). The relations of employability skills to career adaptability among technical school students. Journal of Vocational Behavior 82,199-207
Hackman, J. R.,& Oldman, G. R.(1980). Work Redesign, Reading. Mass:Addison-Wesley
Hartung P. J., Porfeli, E. J., Vondracek F. W. (2008). Career adaptability in childhood. The Career Development Quarterly,57(1),63-74
Hamtiaux, A., Houssemand,C.,& Vrignaud, P. (2013). Individual and career adaptability: comparing models and measures. Journal of Vocational Behavior,83:130-141
Hackett, G., Betz, N. E.,& Doty, M. S.(1985).The Development of A Taxonomy of Career Competencies for Professional Women, Sex Roles,12,393-409
Hersey J. C, Klibanoff, L. S., Tayor, P. L.(1984). Promoting social support:the impact of California's "friends can be good medicine" Campaign. Health Education Quarterly,11, 293.
Heuvel, M. V. D., Demerouti, E., Bakker, A. B.,& Schaufeli, W. B. (2013). Adapting to change,The value of change information and meaning-making. Journal of Vocational Behavior,83,11-21
Hesketh, B. (1995). Personality and adjustment styles:A theory of work adjustment approach to career enhancing strategies. Journal of vocational behavior,46,274-282
Hirschi, A.,&Vondracek, F. W. (2009). Adaptation of career goals to self and opportunities in early adolescence, Journal of Vocational Behavior,75,120-128
Hirschi, A. (2009). Career adaptability development in adolescence,Multiple predictors and effect on sense of power and life satisfaction, Journal of Vocational Behavior,74:145-155
Hirschi, A. (2010). Swiss Adolescents' Career Aspirations:Influence of Context, Age, and Career Adaptability. Journal of Career Devolopment,36(3),228-245
Hirschi, A., Herrmann, A. (2013). Calling and career preparation,Investigating developmental patterns and temporal precedence, Journal of Vocational Behavior,83,51-60
Hou, Z. J., Leung, S. A., Li, X. X., Li, X., Xu, H.(2012). Career adaptabilities scale-China form,construction and initial validation. Journal of Vocational Behavior,80,686-691
Ito, J. K.,& Brotheridge, C. M. (2005). Does supporting employees'career daptability lead to commitment, turnover, or both? Human Resource Management,44,5-19.
James, L. R., Demaree, R. G.,& Wolf, G (1984). Estimating within-group interrater reliability with and without response bias. Journal of Applied Psychology,69,85-98.
Johnston, C. S., Broonen, J. P., Stauffer, S. D., Hamtiaux, A., Pouyaud, J., Zecca, G.,& Houssemand, C., Rossier, J. (2013). Validation of an adapted French form of the Career Adapt-Abilities Scale in four Francophone countries. Journal of Vocational Behavior,83,1-10
Jr., B. F., Marler, L. E. (2009). Change driven by nature:A meta-analytic review of the proactive personality literature. Journal of Vocational Behavior,75,329-345
Judge, T. A., Higgins, C. A., Thoresen, C. J., Barrick, M. R.(1999). The Big Five personality traits, general mental ability, and career success across the life span. Personel Psychology,52(3), 621-652
Kenny, M. E.,& Bledsoe, M. (2005). Contributions of the relational context to career adaptability among urban adolescents. Journal of Vocational Behavior,66,257-272
Koen, J., Klehe, U.-C.,Vianen, A. E.M. V., Zikic, J.& Nauta, A. (2010). Job-search strategies and reemployment quality,The impact of career adaptability. Journal of Vocational Behavior, 77,126-139
Koen, J., Klehe, U.-C.,Vianen, A. E.M. V., Zikic, J.,& Nauta, A. (2010). Job-search strategies and reemployment quality:The impact of career adaptability, Journal of Vocational Behavior, 77:126-139
Konovsky, M. A.,& Cropanzano, R. (1991). Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance. Journal of Applied Psychology,16, 698-707.
Klehe, U.-C., Zikic, Vianen, J. A. E. M. V.,& Pater,I. E. D. (2011). Career adaptability, turnover and loyalty during organizational downsizing. Journal of Vocational Behavior,79,217-229
Kracke, B, (2002). The role of personality, parents and peers in adolescents career exploration. Journal of Adolescence,25,19-30
Krieshok, T. S., Black, M. D. McKay, R. A. (2009). Career decision making,The limits of rationality and the abundance of non-conscious processes, Journal of Vocational Behavior,75, 275-290
Lorenzo, B.,& Giuseppe, S. (2011). The paradox of authentic selves and chameleons: Self-monitoring, perceived job autonomy and contextual performance. British Journal of Management,22(2),324-339.
Lounsbury, J. W., Hutchens, T., Loveland, J. M.(2005).An investigation of Big Five personality traits and career decidedness among early and middle adolescents. Journal Of Career Assessment,13(1),25-39
Luthans, F., Avolio, B. J., Walumbwa, F. O.,& Li, W.(2005). The psychological capital of Chinese workers:Exploring the relationship with performance. Management and Organization Review, 1,247-269
Luthans, F., Youssef, C. M., Avolio, B. J.(2007). Psychological capital: Developing the human competitive edge. Oxford, UK:Oxford University Press
Luthans, F.,& Jensen, S. (2002). Hope: A new positive strength for human resource development. Human Resource Management Review,1,304-322
Larson. M.,& Luthans, F. (2006). Potential added value of psychological capital in predicting work attitudes. Journal of Leadership & Organizational Studies,13,45-62
Machin, M. A.,& Hoare, P. N. (2008). The role of workload and driver coping styles in predicting bus drivers' need for recovery, positive and negative affect, and physical symptoms. Anxiety, Stress and Coping,An International Journal,27,359-375
Maggiori, C., Johnston, C. S., Krings, F., Massoudi, K.& Rossier, J. (2013). The role of career adaptability and work conditions on general and professional well-being. Journal of vocational behavior,83(3),437-449
Manning, M. R., Jackson, C. N.,& Fusilier, M. R.(1996). Occupational stress, social support, and the costs of health care. Academy of Managment Journal,39,738-750
McArdle, S., Waters, L., Briscoe, J. P.,& Hall, D. T. (2007). Employability during unemployment,Adaptability, career identity and human and social capital. Journal of Vocational Behavior,77,247-264.
McMahon, M., Watson, M.,&Bimrose, J. (2012). Career adaptability,A qualitative understanding from the stories of older women. Journal of Vocational Behavior,80,762-768
Melchiori, L. G.,& Church, A. T. (1997). Vocational Needs and Satisfaction of Supported Employees,The Applicability of the Theory of Work Adjustment. Journal of Vocational Behavior,50,401-417
Nota, L., Ginevra, M. C. Soresi, S. (2012). The Career and Work Adaptability Questionnaire (CWAQ).A first contribution to its validation. Journal of Adolescence xxx,1-13
O'Connell, D. J., McNeely, E.,& Hall. (2008). Unpacking personal adaptability at work. Journal of Leadership and Organizational Studies,14,248-259.
Ortega-Parra, A., Castillo, M.A.(2013). Impact of perceived corporate culture on organizational commitment. Management Decision,57(5),1071-1083
Porfeli, E. J.,& Savickas, M. L. (2012). Career Adapt-Abilities Scale-USA Form,Psychometric properties and relation to vocational identity. Journal of Vocational Behavior,50,748-753
Rottinghaus, P. J., Day, S. X.,& Borgen, F. H. (2005). The Career Futures Inventory,A measure of career-related adaptability and optimism. Journal of Career Assessment,13,3-24.
Rossier, J., Zecca, G., Stauffer, S. D., Maggiori, C.,& Dauwalder, J.-P. (2013). Career Adapt-Abilities Scale in a French-speaking Swiss sample,Psychometric properties and relationships to personality and work engagement. Journal of Vocational Behavior,80,734-743
Ross, S. R., Bye, K., Wrobel, T. A.,& Horton, R. S. (2008). Primary and secondary psychopathic characteristics and the schedule for non-adaptive and adaptive personality (SNAP). Personality and Individual Differences,45,249-254
Salovey, P.,& Mayer, J. D. (1990). Emotional intelligence. Imagination, Cognition, and Personality,9,185-211.
Skorikov, V. B. (2007). Continuity in adolescent career preparation and its effects on adjustment. Journal of Vocational Behavior,70,8-24
Super, D. E.,& Knasel, E. G. (1981). Career development in adulthood,Some theoretical problems and a possible solution. British Journal of Guidance & Counselling,9,194-201.
Savickas, M. L., Nota, L., Rossier, J., Dauwalder, J.-P., Duarte,M. E., Guicharde,J., Soresi, S., Esbroeckf, R. V., Vianeng, A. E.M. V.(2009). Life designing: A paradigm for career construction in the 21st century. Journal of Vocational Behavior,75,239-250
Savickas, M. L. (1997). Career adaptability,An integrative construct for life-span, life-space theory, The Career Development Quarterly,45(3),247-259
Savickas, M. L.& Porfeli, E. J. (2012), Career Adapt-Abilities Scale,Construction, reliability, and measurement equivalence across 13 countries. Journal of Vocational Behavior,50,661-673
Sitser, T., van der Linden, D., Born, M. P.(2013).Predicting sales performance criteria with personality measures:The use of the general factor of personality, the big five and narrow traits. Human Performance.26(2),126-149
Taylor, A. B., MacKinnon, D. P.,& Tein, J. Y. (2008). Tests of The three-path mediated effect. Organizational Research Methods,11 (2),241-269
Tien, H.-L. S., Wang, Y.-C. Chu, H.-C.,& Huang, T.-L. (2012). Career Adapt-Abilities Scale-Taiwan Form,Psychometric properties and construct validity. Journal of Vocational Behavior,80,744-747
Vianen, A. E.M. V., Klehe, U.-C., Koen, J.& Dries, N. (2012). Career adapt-abilities scale-Netherlands form,Psychometric properties and relationships to ability, personality, and regulatory focus. Journal of Vocational Behavior,80,716-724
Wallach, E. J. (1983). Individuals and orgnizations:the cutural match. Training and Development Journal,29-36
Wayne, S. J., Shore, L. M.,& Liden, R. C.(1997). Percieved orgnizational suppurt and leader-remenber exchange:A social exchange perspective. Academy of Management Journal, 40,1,82-111
Wessel, J. L., Ryan, A. M.,& Oswald, F. L. (2008). The relationship between objective and perceived fit with academic major, adaptability, and major-related outcomes. Journal of Vocational Behavior,72,363-376
Yi, Z., (2010). The relationship between organizational authority-control and employees'proactive behaviour:The moderating role of Individual Proactive Personality. Published doctoral dissertation, City University Of Hong Kong
Zacher, H.(2014).Career adaptability predicts subjective career success above and beyond personality traits and core self-evaluations. Journal of vocational behavior.84(1),21-30
Zhai, Q. G., Willis, M., O'Shea, B., Zhai, Y. B., Yang, YW. (2013). Big Five personality traits, job satisfaction and subjective wellbeing in China. International Journal of Psychology.
Zhu, G. R., Wolff, S. B., Hall, D. T., Heras, M. L., Gutierrez, B.. Kram, K.(2013).Too much or too little? A study of the impact of career complexity on executive adaptability. Creer development international,18(5),457-483
Zikic, J.,& Klehe, U.-C. (2006). Job loss as a blessing in disguise,The role of career exploration and career planning in predicting reemployment quality. Journal of Vocational Behavior,69, 391-409.
Zikic, J.,& Saks, A. M. (2009). Job search and social cognitive theory,The role of career-relevant activities. Journal of Vocational Behavior,74,117-127
Zohar, D. (2000). A group-level model of safety climate:Testing the effect of group climate on microaccidents in manufacturing jobs. Journal of Applied Psychology,85,587-596.
1 参见张春兴编著,《张氏心理学词典》,P697
1 参见国际健康研究协调组编写的“个人幸福指数——成人版(第5版)”,http://www.deakin.edu.au/research/acqol/iwbg/wellbeing-index/pwi-a-english.pdf
1 以国家人力资源与社会保障部公布的2013年第四季度对全国101个城市的就业统计数据为据。资料来源:http://www.chinajob.gov.cn/DataAnalysis/content/2013-04/12/content_803270.htm,
1 参见王少华、姚春旺编著.员工培训实务(第二版).北京：机械工业出版社,2011,145-153
1 参见Fields.D.L.著,杨志平等译.工作评价——组织诊断与研究适用量表.北京：轻工业出版社
蔡逢媛.(2011).人格特质和班级文化对大学生职业生涯规划的影响研究.硕士学位论文.西安：西安电子科技大学
车海燕.(2012).武警消防官兵职业压力与抑郁的关系——情绪调节自我效能感的中介作用.硕土学位论文.青岛：山东师范大学
陈美君.(2009).主动性人格与大学生创业意向的关系研究.硕士学位论文.广州：暨南大学
陈志霞,曹和平.(2013).组织社会化视角的大学生村官职业适应性研究,中南民族大学学报(人文社会科学版),33(1),85-91
陈维政,忻蓉,王安逸.(2004).企业文化与领导风格的协同性实证研究.管理世界,(2),75-83
陈国海.员工培训与开发.北京：清华大学出版社,2012：38-48
范成杰.(2005). 城市居民个人背景与其职业适应性研究——以杭州市为例.硕士学位论文,武汉：华中科技大学
范成杰.(2005).城市居民个人背景与其职业适应性研究——以杭州市为例,市场与人口分析,11(5),3-18
范成杰.(2007).青年职业适应中的先赋因素与自致因素分析——杭州市589名青年的调查.青年研究,3：29-32
范素平.(2012).企业员工组织支持感、敬业度与工作绩效的关系研究.硕士学位论文,成都：西南财经大学
方俐洛.(2001).职业心理与成功求职.北京,机械工业出版社,37-42
方翰青,谭明.(2012).高职生职业适应性的实证研究. 教育学术月刊，11,83-86
郭黎岩,李淼.(2010).中小学流动教师的职业适应与社会支持关系研究.教师教育研究,22(3),56-60
何贵兵,王重鸣.(1998).职务绩效评估的因果模型.应用心理学,4(1),59-64
胡旦.(2007).变革环境下我国公务员职业适应性水平的实证研究——以广州市291名公务员为例.硕士学位论文,广州：暨南大学
侯杰泰,温忠麟,成子娟.结构方程模型及其应用.北京：教育科学出版社,2004：198-213
蒋灿.(2007).自我意识量表的初步修订及相关研究.硕士学位论文,重庆：西南大学
柯江林,孙健敏,李永瑞.(2009).心理资本：本土量表的开发及中西比较.心理学报,41(9),875-888
李焕荣,洪美霞.(2012).员工主动性人格与职业生涯成功的关系研究.中国人力资源开发,4,9-21
凌文辁,杨海军,方俐洛.(2006).企业员工的组织支持感.心理学报,38(2),281-287
刘艳虹,彭莎莎,李茜,李爱芬,李君,王丹,郑影卓.(2013).聋人社会支持、心理弹性与职业适应的关系研究.中国特殊教育1,42-46
刘密,龙立荣,祖伟.(2007).主动性人格的研究现状与展望.心理科学进展,15(2),333-337
刘光明.(2006). 企业文化(第五版).北京：经济管理出版社,166-193
卢美月,张文贤.(2006).企业文化与组织绩效关系研究 南开管理评讼,9(6),26-30
罗茜,李洪玉,何一粟.(2012).高校教师人格特质、工作特征与工作满意度的关系研究.心理与行为研究，10(3),215-219
(美)Fields,D.L.(著).杨志平等译.(2004).工作评价：组织诊断与研究实用量表.北京：中国轻工业出版社,63-87
(美)Lock,R.D.(著).王东升等译.(2006).把握你的职业发展方向.北京：中国轻工业出版社,10-23
(美)Robbins,S.P., & Judge,T.A.(著).李原,孙健敏译.(2008).组织行为学(第十二版).北京：中国人民大学出版社,191-210
(美)Reber,A.S.(著).李伯黍译.(1996).心理学词典(第一版).上海：上海译文出版社
(英)牛津大学出版社编著.(2005).牛津大学英语词典,上海：上海译文出版社
秦启文.(2002). 企业理念的理性反思与实证研究.博士学位论文.重庆：西南大学
秦启文,张志杰.(2003). 企业理念功能、价值取向的公众观及其对员[的激励作用.心理科学,26(1),142-143
商佳音,甘怡群.(2009).主动性人格对大学毕业生职业决策自我效能的影响.北京大学学报(自然科学版),45(3),548-554
舒华,张学明,韩在柱.实验心理学的理论、方法与技术.北京：人民教育出版社,2006：61-82
谭小宏,秦启文,潘孝富.(2007).企业员工组织支持感与工作满意度、离职意向的关系研究.心理科学，30(2),441-443
谭小宏.(2007).个人与组织价值观匹配研究——效用与策略.博士学位论文.重庆：西南大学
谭弘.(2007).民航飞行员心理应激及其相关因素的关系研究.硕士学位论文.天津：天津师范大学
滕永波.(2002).企业文化测量：理论基础与模型分析.山东财政学院学报，(2),78-80
许宪伦.(2011).当代中国人职业适应性人格结构初控.硕士学位论文.郑州：郑州大学
王登峰,崔红.(2003).中国人人格量表(QZPS)的编制过程与初步结果.心理学报,35(1),127-136
王登峰,崔红.(2003).中西方人格结构的理论和实证比较,北京大学学报(哲学社会科学版), 40(5),109-120
王登峰,崔红.(2004).中国人人格量表的信度与效度.心理学报,36(3),347-358
王登峰,崔红.(2007).人格结构的中西方差异与中国人的人格特点.心理科学进展,15(2),196-202
王茂福.(2010).农民工职业适应水平实证分析.城市问题，8,70-74
王益富.(2012).生产型企业的工作自主性：概念、测量及相关研究.心理科学进展,20(7),1062-1067
温忠麟,张雷,侯杰泰,刘红云.(2004).中介效应检验程序及其应用.心理学报,36(5),614-620
温忠麟,侯杰泰,张雷.(2005).调节效应与中介效应的比较和应用.心理学报,37(2),268-274
吴明隆.(著).结构方程模型-—AMOS的操作与应用(第二版).重庆：重庆大学出版社,2010：212-260
许百华,张兴国.(2005).组织支持感研究进展.应用心理学,11(4),325-329
徐金平.(2011).某电力企业员工职业紧张、工作倦怠、抑郁状况和影响因素分析及其关联的研究.硕士学位论文.北京：中国疾病预防控制中心
徐晓锋,车宏生,林绚晖,张继明.(2005).组织支持理论及其研究,心理科学,28(1),130-132
姚景照.(2009).生产型民营企业组织诚信价值观：理论与实证研究.博士学位论文,重庆：西南大学
杨君茹,费明胜.(2011).企业文化维度构建及其对员工满意度影响的实证研究.财经论丛,159(4),99-104
叶龙,褚福磊.(2013).技能人才职业胜任力及其与职业满意度关系研究——以铁路行业为例的实证分析.清华大学学报(哲学社会科学版).6(28),148-154
于维栋,李国光,彭树堂.(2006).民营高新企业赋税重,影响自主创新.中国民营科技与经济,(4),24-25
于海波,郑晓明.(2013).生涯适应力的作用：个体与组织层的跨层面分析.心理学报,45(6),680-693
袁方,姚裕群,陈宇.(1992).劳动社会学,北京：中国劳动出版社,31-43
中国社会科学院语言研究所词典编辑室.(2005).现代汉语词典(第五版).北京：商务印书
朱明.(2013).知识型员工的组织支持感对工作绩效的影响研究：自我效能感的中介作用.硕士学位论文,南京：南京邮电大学
朱成全.企业文化概论(第二版).(2010).大连：东北财经大学出版社,67-115
朱兵,王文平,王为东,张廷龙.(2010).企业文化、组织学习对创新绩效的影响.软科学,24(1),65-74
朱瑜,王雁飞,蓝海林.(2007).企业文化、智力资本与组织绩效关系研究.科学学研究，25(5),952-958
朱智贤.(1989).心理学大辞典.北京：北京师范大学出版社
张兴贵.(2005).人格与主观幸福感的研究述评.西北师大学报(社会科学版),42(3)：99-103
赵小云,郭成.(2010).国外生涯适应力研究述评.心理科学进展,18(9),1503-1510
仲理峰.(2007).心理资本研究评述与展望.心理科学进展,15(3)：482-487
张雷,雷雳,郭伯良.(2003).多层线性模型应用.北京：科学教育出版社,1-6
张勉,李海.(2007).企业文化、学习强度与企业绩效关系研究.中国软科学,(6),146-150
张静平,姚树桥,唐莹.(2007).工作应激与工作应激源测评研究进展.国际精神病不杂志,34(1),54-57
张春兴.(1992).张氏心理学词典.上海：上海辞书出版社
Anders, D.,& Bard, k. (2011). Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance.European Journal of Work and Organizational Psychology,20(3),367-387
Akkermans, J., Brenninkmeijer, V., Huibers, M.,& Blonk, R. W. B. (2013). Competencies for the contemporary career: Development and preliminary validation of the Career Competencies Questionnaire.Journal of Career Development,40,245-267
Ashkanasy, N.M, Broadfoot, L. E.,& Falkus, S.(2000). Questionnaire Measure of Organizational Culture. InAshkanasy.N.Metal eds. Handbookof Organizational Culture & Climate. Thousands of Oaks:Sage Publications
Bartko, J. J. (1976). On various intraclass correlation reliability coefficients. Psychological Bulletin, 83,762-765
Bateman, T. S.,& Crant, J. M.(1999). Proactive behavior:Meaning, impact, recommendations. Business Horizons,42(3),63-70
Baumeister, R. F.,& Vohs, K. D. (2007). Self-regulation, ego depletion, and motivation. Social and Personality Psychology Compass,1,115-128.
Blustein, D. L. (1997). A context-rich perspective of career exploration across the life roles.The Career Development Quarterly,45,260-274.
Blustein, D. L., Phillips, S. D., Joben-Davis, K., Finkelberg, S. L.,& Roarke, A. E. (1997). A theory-building investigation of the school-to-work transition. The Counseling Psychologist, 25,364-402.
Claes, R., Beheydt, C.,& Lemmens, B. (2005). Unidimensionality of abbreviated proactive personality scales across cultures. Applied Psychology: an International Revirw,54 (4), 476-489
Crant, J. M.(2000). Proactive beiiavior in organizations. Jounal of Management,26,(3),435-462
Creed, P. A., Fallon, T.,& Hood, M. (2009). The relationship between career adaptability, person and situation variables, and career concerns in young adults. Journal of Vocational Behavior 74,219-229
Cronshaw, S. F.,& Jethmalani, S. (2005). The structure of workplace adaptive skill in a career inexperienced group, Journal of Vocational Behavior,66,45-65
Dawis, R. V.,& Lofquist, L. H. (1978). A note on the dynamics of work adjustment. Journal of Vocational Behavior,12,76-79
Defillippi, R. J., Arthur M., B.,1994, The Boundaryless Career: A Competency-based Perspective, Journal of Organizational Behavior,15,307-324
Diefendorff, J. M., Gosserad, R. H. (2003).Understanding the emotional labor process:a control theory perspective. Journal of Organizational Behavior,24 (4):945-959
Diener, E. et al..(1999). Subjective well being: The decades of progress. Psychological Bulletin, 125 (2),276-302.
Dix, J. E.,& Savickas, M. L. (1995). Establishing a career,developmental tasks and coping responses. Journal of Vocational Behavior, 47,93-107
Duffy, R. D.,& Blustein, D. L. (2005). The relationship between spirituality, religiousness, and career adaptability, Journal of Vocational Behavior,67,429-440
Eisenberger, R.,& Huntington, R.(1986). Perceived organizational support. Journal of Applied Psychology,3(71),500-507
European Commission. (2011). Employment and social developments in Europe 2011. Luxembourg: European Union
Franlenhaeuser, M.,& Jonansson G. (1986). Stress at work:psychobiological and psychosocial aspects. International Review of Applied Psychology,35,287
Fugate, M., Kinicki, A. J.,& Ashforth, B. E. (2004). Employability,A psycho-social construct, its dimensions,and applications. Journal of Vocational Behavior,65 (1),14.
Goldsmith A H, Veum J R, and Darity W. (1997). The impact of psychological and human capital on wages. Economic Inquiry,,35:815-829
Goldsmith A H, Darity W, and Veum J R. (1998). Race, cognitive skills, psychological capital and wages. Review of Black Political Economy,26:13-22
Grandey A. A. (2000). Emotion regulation in the work place: a new way to conceptualize emotional labor. Journal of Occupational Health Psychology,5 (1):95-110
Guzman, A. B. D.,& Choi, K.O. (2013). The relations of employability skills to career adaptability among technical school students. Journal of Vocational Behavior 82,199-207
Hackman, J. R.,& Oldman, G. R.(1980). Work Redesign, Reading. Mass:Addison-Wesley
Hartung P. J., Porfeli, E. J., Vondracek F. W. (2008). Career adaptability in childhood. The Career Development Quarterly,57(1),63-74
Hamtiaux, A., Houssemand,C.,& Vrignaud, P. (2013). Individual and career adaptability: comparing models and measures. Journal of Vocational Behavior,83:130-141
Hackett, G., Betz, N. E.,& Doty, M. S.(1985).The Development of A Taxonomy of Career Competencies for Professional Women, Sex Roles,12,393-409
Hersey J. C, Klibanoff, L. S., Tayor, P. L.(1984). Promoting social support:the impact of California's "friends can be good medicine" Campaign. Health Education Quarterly,11, 293.
Heuvel, M. V. D., Demerouti, E., Bakker, A. B.,& Schaufeli, W. B. (2013). Adapting to change,The value of change information and meaning-making. Journal of Vocational Behavior,83,11-21
Hesketh, B. (1995). Personality and adjustment styles:A theory of work adjustment approach to career enhancing strategies. Journal of vocational behavior,46,274-282
Hirschi, A.,&Vondracek, F. W. (2009). Adaptation of career goals to self and opportunities in early adolescence, Journal of Vocational Behavior,75,120-128
Hirschi, A. (2009). Career adaptability development in adolescence,Multiple predictors and effect on sense of power and life satisfaction, Journal of Vocational Behavior,74:145-155
Hirschi, A. (2010). Swiss Adolescents' Career Aspirations:Influence of Context, Age, and Career Adaptability. Journal of Career Devolopment,36(3),228-245
Hirschi, A., Herrmann, A. (2013). Calling and career preparation,Investigating developmental patterns and temporal precedence, Journal of Vocational Behavior,83,51-60
Hou, Z. J., Leung, S. A., Li, X. X., Li, X., Xu, H.(2012). Career adaptabilities scale-China form,construction and initial validation. Journal of Vocational Behavior,80,686-691
Ito, J. K.,& Brotheridge, C. M. (2005). Does supporting employees'career daptability lead to commitment, turnover, or both? Human Resource Management,44,5-19.
James, L. R., Demaree, R. G.,& Wolf, G (1984). Estimating within-group interrater reliability with and without response bias. Journal of Applied Psychology,69,85-98.
Johnston, C. S., Broonen, J. P., Stauffer, S. D., Hamtiaux, A., Pouyaud, J., Zecca, G.,& Houssemand, C., Rossier, J. (2013). Validation of an adapted French form of the Career Adapt-Abilities Scale in four Francophone countries. Journal of Vocational Behavior,83,1-10
Jr., B. F., Marler, L. E. (2009). Change driven by nature:A meta-analytic review of the proactive personality literature. Journal of Vocational Behavior,75,329-345
Judge, T. A., Higgins, C. A., Thoresen, C. J., Barrick, M. R.(1999). The Big Five personality traits, general mental ability, and career success across the life span. Personel Psychology,52(3), 621-652
Kenny, M. E.,& Bledsoe, M. (2005). Contributions of the relational context to career adaptability among urban adolescents. Journal of Vocational Behavior,66,257-272
Koen, J., Klehe, U.-C.,Vianen, A. E.M. V., Zikic, J.& Nauta, A. (2010). Job-search strategies and reemployment quality,The impact of career adaptability. Journal of Vocational Behavior, 77,126-139
Koen, J., Klehe, U.-C.,Vianen, A. E.M. V., Zikic, J.,& Nauta, A. (2010). Job-search strategies and reemployment quality:The impact of career adaptability, Journal of Vocational Behavior, 77:126-139
Konovsky, M. A.,& Cropanzano, R. (1991). Perceived fairness of employee drug testing as a predictor of employee attitudes and job performance. Journal of Applied Psychology,16, 698-707.
Klehe, U.-C., Zikic, Vianen, J. A. E. M. V.,& Pater,I. E. D. (2011). Career adaptability, turnover and loyalty during organizational downsizing. Journal of Vocational Behavior,79,217-229
Kracke, B, (2002). The role of personality, parents and peers in adolescents career exploration. Journal of Adolescence,25,19-30
Krieshok, T. S., Black, M. D. McKay, R. A. (2009). Career decision making,The limits of rationality and the abundance of non-conscious processes, Journal of Vocational Behavior,75, 275-290
Lorenzo, B.,& Giuseppe, S. (2011). The paradox of authentic selves and chameleons: Self-monitoring, perceived job autonomy and contextual performance. British Journal of Management,22(2),324-339.
Lounsbury, J. W., Hutchens, T., Loveland, J. M.(2005).An investigation of Big Five personality traits and career decidedness among early and middle adolescents. Journal Of Career Assessment,13(1),25-39
Luthans, F., Avolio, B. J., Walumbwa, F. O.,& Li, W.(2005). The psychological capital of Chinese workers:Exploring the relationship with performance. Management and Organization Review, 1,247-269
Luthans, F., Youssef, C. M., Avolio, B. J.(2007). Psychological capital: Developing the human competitive edge. Oxford, UK:Oxford University Press
Luthans, F.,& Jensen, S. (2002). Hope: A new positive strength for human resource development. Human Resource Management Review,1,304-322
Larson. M.,& Luthans, F. (2006). Potential added value of psychological capital in predicting work attitudes. Journal of Leadership & Organizational Studies,13,45-62
Machin, M. A.,& Hoare, P. N. (2008). The role of workload and driver coping styles in predicting bus drivers' need for recovery, positive and negative affect, and physical symptoms. Anxiety, Stress and Coping,An International Journal,27,359-375
Maggiori, C., Johnston, C. S., Krings, F., Massoudi, K.& Rossier, J. (2013). The role of career adaptability and work conditions on general and professional well-being. Journal of vocational behavior,83(3),437-449
Manning, M. R., Jackson, C. N.,& Fusilier, M. R.(1996). Occupational stress, social support, and the costs of health care. Academy of Managment Journal,39,738-750
McArdle, S., Waters, L., Briscoe, J. P.,& Hall, D. T. (2007). Employability during unemployment,Adaptability, career identity and human and social capital. Journal of Vocational Behavior,77,247-264.
McMahon, M., Watson, M.,&Bimrose, J. (2012). Career adaptability,A qualitative understanding from the stories of older women. Journal of Vocational Behavior,80,762-768
Melchiori, L. G.,& Church, A. T. (1997). Vocational Needs and Satisfaction of Supported Employees,The Applicability of the Theory of Work Adjustment. Journal of Vocational Behavior,50,401-417
Nota, L., Ginevra, M. C. Soresi, S. (2012). The Career and Work Adaptability Questionnaire (CWAQ).A first contribution to its validation. Journal of Adolescence xxx,1-13
O'Connell, D. J., McNeely, E.,& Hall. (2008). Unpacking personal adaptability at work. Journal of Leadership and Organizational Studies,14,248-259.
Ortega-Parra, A., Castillo, M.A.(2013). Impact of perceived corporate culture on organizational commitment. Management Decision,57(5),1071-1083
Porfeli, E. J.,& Savickas, M. L. (2012). Career Adapt-Abilities Scale-USA Form,Psychometric properties and relation to vocational identity. Journal of Vocational Behavior,50,748-753
Rottinghaus, P. J., Day, S. X.,& Borgen, F. H. (2005). The Career Futures Inventory,A measure of career-related adaptability and optimism. Journal of Career Assessment,13,3-24.
Rossier, J., Zecca, G., Stauffer, S. D., Maggiori, C.,& Dauwalder, J.-P. (2013). Career Adapt-Abilities Scale in a French-speaking Swiss sample,Psychometric properties and relationships to personality and work engagement. Journal of Vocational Behavior,80,734-743
Ross, S. R., Bye, K., Wrobel, T. A.,& Horton, R. S. (2008). Primary and secondary psychopathic characteristics and the schedule for non-adaptive and adaptive personality (SNAP). Personality and Individual Differences,45,249-254
Salovey, P.,& Mayer, J. D. (1990). Emotional intelligence. Imagination, Cognition, and Personality,9,185-211.
Skorikov, V. B. (2007). Continuity in adolescent career preparation and its effects on adjustment. Journal of Vocational Behavior,70,8-24
Super, D. E.,& Knasel, E. G. (1981). Career development in adulthood,Some theoretical problems and a possible solution. British Journal of Guidance & Counselling,9,194-201.
Savickas, M. L., Nota, L., Rossier, J., Dauwalder, J.-P., Duarte,M. E., Guicharde,J., Soresi, S., Esbroeckf, R. V., Vianeng, A. E.M. V.(2009). Life designing: A paradigm for career construction in the 21st century. Journal of Vocational Behavior,75,239-250
Savickas, M. L. (1997). Career adaptability,An integrative construct for life-span, life-space theory, The Career Development Quarterly,45(3),247-259
Savickas, M. L.& Porfeli, E. J. (2012), Career Adapt-Abilities Scale,Construction, reliability, and measurement equivalence across 13 countries. Journal of Vocational Behavior,50,661-673
Sitser, T., van der Linden, D., Born, M. P.(2013).Predicting sales performance criteria with personality measures:The use of the general factor of personality, the big five and narrow traits. Human Performance.26(2),126-149
Taylor, A. B., MacKinnon, D. P.,& Tein, J. Y. (2008). Tests of The three-path mediated effect. Organizational Research Methods,11 (2),241-269
Tien, H.-L. S., Wang, Y.-C. Chu, H.-C.,& Huang, T.-L. (2012). Career Adapt-Abilities Scale-Taiwan Form,Psychometric properties and construct validity. Journal of Vocational Behavior,80,744-747
Vianen, A. E.M. V., Klehe, U.-C., Koen, J.& Dries, N. (2012). Career adapt-abilities scale-Netherlands form,Psychometric properties and relationships to ability, personality, and regulatory focus. Journal of Vocational Behavior,80,716-724
Wallach, E. J. (1983). Individuals and orgnizations:the cutural match. Training and Development Journal,29-36
Wayne, S. J., Shore, L. M.,& Liden, R. C.(1997). Percieved orgnizational suppurt and leader-remenber exchange:A social exchange perspective. Academy of Management Journal, 40,1,82-111
Wessel, J. L., Ryan, A. M.,& Oswald, F. L. (2008). The relationship between objective and perceived fit with academic major, adaptability, and major-related outcomes. Journal of Vocational Behavior,72,363-376
Yi, Z., (2010). The relationship between organizational authority-control and employees'proactive behaviour:The moderating role of Individual Proactive Personality. Published doctoral dissertation, City University Of Hong Kong
Zacher, H.(2014).Career adaptability predicts subjective career success above and beyond personality traits and core self-evaluations. Journal of vocational behavior.84(1),21-30
Zhai, Q. G., Willis, M., O'Shea, B., Zhai, Y. B., Yang, YW. (2013). Big Five personality traits, job satisfaction and subjective wellbeing in China. International Journal of Psychology.
Zhu, G. R., Wolff, S. B., Hall, D. T., Heras, M. L., Gutierrez, B.. Kram, K.(2013).Too much or too little? A study of the impact of career complexity on executive adaptability. Creer development international,18(5),457-483
Zikic, J.,& Klehe, U.-C. (2006). Job loss as a blessing in disguise,The role of career exploration and career planning in predicting reemployment quality. Journal of Vocational Behavior,69, 391-409.
Zikic, J.,& Saks, A. M. (2009). Job search and social cognitive theory,The role of career-relevant activities. Journal of Vocational Behavior,74,117-127
Zohar, D. (2000). A group-level model of safety climate:Testing the effect of group climate on microaccidents in manufacturing jobs. Journal of Applied Psychology,85,587-596.