摘要
工作使命感是一个源自宗教视角的概念,是一种内在的心理结构,用来反映个体对自己当前工作的态度和感知。具有工作使命感会给个体和组织带来诸多的积极结果,如较高水平的工作满意度、组织承诺和工作投入等。本文在对工作使命感的概念、测量及有关理论与实证研究进行梳理的基础上,指出未来需要加强对工作使命感前因变量、拓展对结果变量与调节变量的研究、探讨工作使命感对群体过程和绩效的影响,并进行有关的跨文化研究。
Work as a calling, a construct from religious, is an emerging concept tbr scholars across a variety oI psychological disciplines, is a psychological state which embodies the convergence of an individual＇ s identity, pas- sion with the job and the meaning of his/her life. It reflects an individual＇ s attitudes and perceptions toward his/ her current work. A calling is not a thing to be discovered once and for all, but an ongoing process. Every person potentially has a calling and any honest and legitimate area of work can potentially be a calling, even jobs that may not appear to enhance the common good in any obvious way, and jobs that people may have entered without having much of a choice. A sense of calling has little to do, in fact, with a person＇ s actual job, and everything to do with how that person approaches that job. Researchers have found that viewing one＇ s career as a calling is linked with a host of positive work and well-being criterion variables. People with callings are more confident that they can make good decisions about their careers, more commitment to their jobs and organizations, more intrinsically motivated and engaged, and more satisfied with their jobs. They are also happier, more satisfied with life, copy more effec- tively with challenges, are less likely to suffer from stress and depression, and express a stronger sense of meaning and purpose in their lives. Based on the review of its concept, measurements, theoretical and empirical research literatures about calling, we found there are several shorts in current research： First of all, scholars have conceptualized calling in a number of different ways, there isn＇t a definition of calling generally accepted, and the measurements of calling are not consistent across the studies, so that the studies are not comparable, which is not conducive to the development of the research in this field. The second is the lack of studies about the antecedent variables of calling which are very important for employee management in organi
出处
《经济管理》
CSSCI
北大核心
2013年第10期192-199,共8页
Business and Management Journal ( BMJ )
基金
国家自然科学基金项目"企业组织中的员工幸福感:结构维度
影响因素与作用机制的研究"(71272022)
中国博士后科学基金项目"企业员工使命感的结构维度
影响因素与作用机制研究"(2013M530652)
关键词
工作使命感
工作满意度
内在动机
工作投入
sense of calling
job satisfaction
intrinsic motivation
work engagement
