生涯适应力的作用:个体与组织层的跨层面分析

发布时间：2018-03-20 11:25

本文选题：生涯适应力　切入点：组织职业生涯管理　出处：《心理学报》2013年06期 　论文类型：期刊论文

【摘要】：生涯适应力(career adaptability)是生涯建构理论提出的自我职业生涯管理的核心概念,但国外理论和实践一直认为生涯适应力是一把双刃剑(生涯适应力高的员工工作绩效高,但其离职意向也高),本研究将对此进行检验;同时,生涯适应力作为个体职业生涯开发的核心变量,它在组织职业生涯管理跨层面作用中的价值也未曾研究。通过员工在两个时间点自评和管理者他评问卷,获得54家单位的485份有效调查问卷。结构方程模型分析的结果表明,生涯适应力不仅与工作绩效有显著正相关,而且也与离职意向有显著负相关。层次回归分析结果表明,工龄是生涯适应力与离职意向、工作绩效关系的调节变量;也就是说,工龄短员工的生涯适应力与工作绩效呈显著正相关,与离职意向呈显著负相关,但工龄长员工的生涯适应力与二者的关系都不显著。基于跨层面研究设计,多层线性模型(HLM)分析的结果表明,生涯适应力是组织职业生涯管理与个体工作绩效之间的完全中介变量,但在组织职业生涯管理与离职意向之间的中介作用不显著。这不但回答了生涯适应力对组织价值的管理困境问题,也解决了组织职业生涯管理与个体工作绩效的连接纽带问题。
[Abstract]:Career adaptability is the core concept of self-career management put forward by career construction theory. However, the theory and practice of foreign countries have always considered career adaptability as a double-edged sword. However, his intention to quit is also high, which will be tested in this study. At the same time, career adaptability is the core variable of individual career development. Its value in the cross-level role of organizational career management has not been studied. Through the self-assessment of employees at two time points and the manager's other evaluation questionnaire, 485 valid questionnaires were obtained from 54 units. The results of structural equation model analysis showed that, Career adaptability is not only positively correlated with job performance, but also negatively correlated with turnover intention. The results of hierarchical regression analysis show that length of service is the regulating variable of the relationship between career adaptability and turnover intention, job performance; Career adaptability of short-service staff was positively correlated with job performance and negatively correlated with turnover intention, but the relationship between career adaptability and turnover intention of long-serving staff was not significant. The results of multi-level linear model (HLM) analysis show that career adaptability is a complete intermediary variable between organizational career management and individual job performance. However, the intermediary effect between organizational career management and turnover intention is not significant, which not only answers the dilemma of career adaptability to organizational value management, but also solves the connection between organizational career management and individual work performance.
【作者单位】：北京师范大学管理学院;清华大学经济管理学院;
【基金】：国家自然科学基金面上项目(71171020,71272022) 教育部人文社会科学研究青年项目(09YJC630012) 全国教育科学“十一五”规划教育部青年项目资助(EIA080280)
【分类号】：C936

【参考文献】