摘要
职业使命感作为当代组织管理研究的热点,已有研究多聚焦于从员工层面探讨相关的影响因素,较少关注组织与员工的关系以及两者之间的交互影响,关于职业使命感的影响因素和形成机制的研究相当匮乏。尽管已有研究表明职业使命感具有积极的溢出效应,但由于过分坚持原则而缺乏灵活和弹性以及心理资源分配的不均衡和不协调,极有可能导致负面效应,对于职业使命感的追求和践行是否兼有两面性的影响缺乏深入的研究。整合组织支持理论和认知负荷理论,从组织外部情景因素与员工认知状态相互作用的视角,运用Spss 19.0和Amos 19.0对305份两个时间节点的调查数据进行验证性因子分析和多元线性回归等统计分析,探讨组织支持对职业使命感的影响、职业使命感对员工的正负影响,以及未来工作自我在组织支持与职业使命感之间的调节作用,以揭示组织支持影响员工职业使命感的内在机制。研究结果表明,组织支持对职业使命感具有正向影响;未来工作自我对职业使命感具有正向影响;职业使命感对工作投入具有正向影响,但会导致更高的工作角色冲突;职业使命感在组织支持与工作投入和角色冲突之间均起到部分中介作用;未来工作自我在组织支持与职业使命感之间起正向调节作用,即未来工作自我的认知越积极、越清晰,越会促进组织支持对职业使命感的正向影响;但有中介的调节作用的假设没有得到验证。将目前主要从员工层面探讨职业使命感的影响因素延伸和拓展到组织层面,丰富和发展了关于职业使命感影响因素的研究。组织支持促进和激发员工职业使命感会因未来工作自我的不同而存有差异,这为管理实践者提供了有益的启发。拓展和深化了职业使命感影响的研究,有助于研究者更全面和深入认识职业使命感的双重影响。
As a hot topic in the research field of organizational management,the current research on Calling and Vocation(C&V)mainly focuses on investigation of relevant influencing factors from the perspective of individual employees,and rarely on organizational factors or the interactions between individuals and the organization.Moreover,previous research suggested that C&V has a positive spillover effect.However,the high level of C&V employees tends to be too principled and lack of flexibility and elasticity in the psychological resource allocation,which is likely to lead to the"negative effect",and there is a lack of profound research on the"double-edged sword"consequences of C&V.This study aims to reveal the internal mechanisms by which organizational support influences C&V from the perspective of interaction between organizational context factors and individual cognitive status based on integration of organizational support theory and cognitive load theory.Confirmatory factor analysis and multivariate linear regression analysis are employed to examine data sets of 305 data points at two different time points in Spss 19.0 and Amos 19.0.The study explores the effects of organizational support on C&V,the positive and negative effects of C&V on employees,and the moderating effects of future work self(FWS)on the relationship between organizational support and C&V.The results show that①organizational support is positively correlated with C&V;②FWS is positively correlated with C&V;③C&V is positively correlated with job involvement and role conflict,and plays part of the intermediary role between organizational support and job involvement,and between organizational support and role conflict;④FWS plays a positive role in mediating between organizational support and C&V;in other words,the more positive and clearer an FWS,the more it will promote the positive effects of organizational support on C&V;⑤However,the test results of mediated moderator effect have not been confirmed.The study selects organizational support a
作者
黄丽
丁世青
谢立新
陈维政
HUANG Li;DING Shiqing;XIE Lixin;CHEN Weizheng(Business School,Yunnan University of Finance and Economics,Kunming 650221,China;Business School,Sichuan University,Chengdu 610064,China)
出处
《管理科学》
CSSCI
北大核心
2019年第5期48-59,共12页
Journal of Management Science
基金
国家自然科学基金(71802175)~~
关键词
组织支持
职业使命感
未来工作自我
工作投入
角色冲突
organizational support
calling and vocation
future work self
work involvement
role conflict
