职业使命对离职倾向和员工敬业度的影响机制研究
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摘要
随着社会的发展，人们在职业选择和发展上不再简单追求经济上的奖励和职位的晋升，在这些外部激励之外，人们还强调个人核心价值、意义感和目标感、自我表达及社会贡献性等。人们不仅仅在寻找一份工作，而是在寻找自己的职业使命（Calling）。职业使命是西方职业心理学新兴的一个概念，它为组织行为领域的研究提供了新的切入点。为了深入探索职业使命对离职倾向和员工敬业度的影响，本研究将以“刺激——认知——反应”理论、人境互动理论、社会认知理论、积极心理学等为基础，根据职业使命、个人-组织价值观匹配、组织认同、自我效能与离职倾向、员工敬业度之间的关系，构建有调节的中介作用模型，对各变量之间的作用机制展开研究。
本研究综合采用文献分析法和问卷调查法进行理论研究和实证检验。通过文献分析法系统地梳理本论文的理论基础，对职业使命、个人-组织价值观匹配、组织认同、自我效能、离职倾向、员工敬业度等领域己有的研究成果进行综述，为变量之间的可能联系寻找理论支撑；在文献分析的基础上，对职业使命、个人-组织价值观匹配、组织认同、自我效能、离职倾向、员工敬业度的涵义进行归纳分析，分析变量之间的关系，对变量之间的关系进行假设推演，提出本研究的理论模型；通过大规模发放调查问卷，共收集有效问卷364份，采用结构方程、多层次回归、总效应调节模型等统计分析方法，应用SPPS20、AMOS17软件，对问卷信度、效度、变量之间主效应、中介效应和调节效应进行假设检验。
本文的主要研究结论是：（1）职业使命对组织认同有正向的影响，对离职倾向有负向影响，组织认同在职业使命与离职倾向之间起到部分中介的作用；（2）职业使命正向影响自我效能和员工敬业度，自我效能在职业使命和员工敬业度之间起部分中介作用；（3）个人-组织价值观匹配对职业使命和组织认同有调节作用；（4）个人-组织价值观匹配对自我效能和员工敬业度有调节作用；（5）个人-组织价值观匹配调节组织认同在职业使命与离职倾向之间的中介作用；（6）个人-组织价值观匹配调节自我效能在职业使命与员工敬业度之间的中介作用。
People are no longer simply in pursuit of economic incentives and promotions on theoccupation choice and development. Beyond these external motivations, they alsoemphasize personal core value, the sense of meaning and purpose, self-expression andsocial contribution, etc. People are not just looking for a job, but are looking for theirown calling. Calling is a new concept of occupational psychology in Western, whichprovides a new starting point for the study of organizational behavior.
In order to explore the influening mechanism of calling on turnover intention andemployee engagement, it builds two moderated moderation model according to therelationships among personal-organization values match, organizational identification,self-efficacy, turnover intention, and employee engagement, by usingStimulus-Cognitive-Response Theory, social exchange theory, social cognitive theory,and positive psychology.
This study adopts literature analysis and questionnaire investigation for theoreticalresearch and empirical test. By using literature analysis method to systematically analyzerelated literature, this study reviews research results on calling, personal-organizationvalues match, organizational identification, self-efficacy, turnover intention, andemployee engagement, so as to look for theories support the possible relationshipbetween variables. It summarizes the definition of calling, personal-organization valuesmatch, organizational identification, self-efficacy, turnover intention and employeeengagement on the basis of literature analysis, the variable dimensions, the relationshipsbetween variables are analylized as well. Then, this study puts forward the theoreticalmodel and conducts assumptions deduction on relationship between the variables.
364valid questionnaires through large scale questionnaire investigation are collectedin this study. It tests the reliability and validity of questionnaire, main effect, mediationeffect, and moderation effect between variables by using structural equation modeling,hierarchical regression, and total effect moderation model through applications ofsoftware SPPS20, AMOS17.
The main research conclusions in this article are:(1) calling has positive effect on organizational identification, has negative effect on turnover intention, organizationalidentification plays partial mediation effect on calling and turnover intention;(2) callinghas positive influence on self-efficacy and employee engagement, self-efficacy playspartial mediation effect on calling and employee engagement;(3) Personal-organizationvalues match plays moderation effect on calling and organizational identification;(4)Personal-organization values match plays moderation effect on self-efficacy andemployee engagement;(5) Personal-organization values match plays moderatedmediation effect on calling and turnover intention;(6) Personal-organization valuesmatch plays moderated mediation effect on calling and employee engagement.
本研究综合采用文献分析法和问卷调查法进行理论研究和实证检验。通过文献分析法系统地梳理本论文的理论基础，对职业使命、个人-组织价值观匹配、组织认同、自我效能、离职倾向、员工敬业度等领域己有的研究成果进行综述，为变量之间的可能联系寻找理论支撑；在文献分析的基础上，对职业使命、个人-组织价值观匹配、组织认同、自我效能、离职倾向、员工敬业度的涵义进行归纳分析，分析变量之间的关系，对变量之间的关系进行假设推演，提出本研究的理论模型；通过大规模发放调查问卷，共收集有效问卷364份，采用结构方程、多层次回归、总效应调节模型等统计分析方法，应用SPPS20、AMOS17软件，对问卷信度、效度、变量之间主效应、中介效应和调节效应进行假设检验。
本文的主要研究结论是：（1）职业使命对组织认同有正向的影响，对离职倾向有负向影响，组织认同在职业使命与离职倾向之间起到部分中介的作用；（2）职业使命正向影响自我效能和员工敬业度，自我效能在职业使命和员工敬业度之间起部分中介作用；（3）个人-组织价值观匹配对职业使命和组织认同有调节作用；（4）个人-组织价值观匹配对自我效能和员工敬业度有调节作用；（5）个人-组织价值观匹配调节组织认同在职业使命与离职倾向之间的中介作用；（6）个人-组织价值观匹配调节自我效能在职业使命与员工敬业度之间的中介作用。
People are no longer simply in pursuit of economic incentives and promotions on theoccupation choice and development. Beyond these external motivations, they alsoemphasize personal core value, the sense of meaning and purpose, self-expression andsocial contribution, etc. People are not just looking for a job, but are looking for theirown calling. Calling is a new concept of occupational psychology in Western, whichprovides a new starting point for the study of organizational behavior.
In order to explore the influening mechanism of calling on turnover intention andemployee engagement, it builds two moderated moderation model according to therelationships among personal-organization values match, organizational identification,self-efficacy, turnover intention, and employee engagement, by usingStimulus-Cognitive-Response Theory, social exchange theory, social cognitive theory,and positive psychology.
This study adopts literature analysis and questionnaire investigation for theoreticalresearch and empirical test. By using literature analysis method to systematically analyzerelated literature, this study reviews research results on calling, personal-organizationvalues match, organizational identification, self-efficacy, turnover intention, andemployee engagement, so as to look for theories support the possible relationshipbetween variables. It summarizes the definition of calling, personal-organization valuesmatch, organizational identification, self-efficacy, turnover intention and employeeengagement on the basis of literature analysis, the variable dimensions, the relationshipsbetween variables are analylized as well. Then, this study puts forward the theoreticalmodel and conducts assumptions deduction on relationship between the variables.
364valid questionnaires through large scale questionnaire investigation are collectedin this study. It tests the reliability and validity of questionnaire, main effect, mediationeffect, and moderation effect between variables by using structural equation modeling,hierarchical regression, and total effect moderation model through applications ofsoftware SPPS20, AMOS17.
The main research conclusions in this article are:(1) calling has positive effect on organizational identification, has negative effect on turnover intention, organizationalidentification plays partial mediation effect on calling and turnover intention;(2) callinghas positive influence on self-efficacy and employee engagement, self-efficacy playspartial mediation effect on calling and employee engagement;(3) Personal-organizationvalues match plays moderation effect on calling and organizational identification;(4)Personal-organization values match plays moderation effect on self-efficacy andemployee engagement;(5) Personal-organization values match plays moderatedmediation effect on calling and turnover intention;(6) Personal-organization valuesmatch plays moderated mediation effect on calling and employee engagement.
引文
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