新员工组织支持感对职业成长的影响研究：有调节的中介作用

发布时间：2018-07-04 13:23

本文选题：新员工 + 职业成长　；参考：《闽南师范大学》2017年硕士论文

【摘要】：在无边界和易变职业生涯的新职业时代,员工的就业机会和就业观念发生了很大的改变,沿着企业职级垂直爬升不再是他们理想的选择,而不断的提升职业能力,达成自身期望的职业目标,在动态的环境中获得快速的职业成长成为他们的主要追求。员工在组织内得不到良好的职业成长,对组织的承诺就会降低,以至离职。这对企业保持持续竞争能力以及战略目标的达成,都是极为不利的。所以,职业成长既是员工的需求,也是企业应予以关注的重要问题。如何提升员工的组织职业成长引起了近些年学者们的广泛探讨,然而他们对组织因素研究较多,对个体因素关注不足。根据易变和无边界生涯理论,主导职业生涯发展的是个体而非组织,也就是说组织因素对员工职业成长的影响需作用于个体因素才能发挥其效用。研究组织因素对员工的职业成长是非常重要的,但最终解释员工职业成长状况的不同,则还必须考虑到个体心理和认知。因此,为了弥补以往研究的不足,并进一步深化我们对职业成长的理解,本文试图从组织支持感的角度出发,对新员工个体因素如何促进其职业成长开展探索性实证研究。本文通过相关领域的研究综述,借助心理资源理论和工作动机理论,对361名新员工进行调查,分析了新员工组织支持感与职业成长的关系以及主动社会化行为在上述关系中的中介作用,进一步分析新员工心理资本对中介作用的调节效应。研究结果表明:(1)新员工组织支持感对职业成长有显著的正向预测作用;(2)新员工主动社会化行为在组织支持感与职业成长的关系中起到部分中介作用;(3)新员工的组织支持感?主动社会化行为?职业成长的中介作用路径的前一阶段受到心理资本的调节作用。
[Abstract]:In the new career era of boundless and changeable career, employees' employment opportunities and concept of employment have changed a lot. It is no longer their ideal choice to climb up vertical along the enterprise level, but to constantly improve their professional ability. Achieving their desired career goals and achieving rapid career growth in a dynamic environment have become their main pursuit. If employees do not grow well within the organization, their commitment to the organization will decrease and even leave. This is extremely disadvantageous for enterprises to maintain their ability to compete continuously and to achieve their strategic objectives. Therefore, career growth is not only the needs of employees, but also an important issue that enterprises should pay attention to. How to promote the organizational career growth of employees has been widely discussed by scholars in recent years. However, they pay more attention to organizational factors and pay less attention to individual factors. According to the theory of variable and boundless career, it is the individual rather than the organization that dominates the career development, that is, the influence of the organizational factor on the employee's career growth needs to be influenced by the individual factor in order to play its role. The study of organizational factors is very important to the professional growth of employees, but the final explanation of the differences in the status of professional growth of employees, we must also take into account the individual psychology and cognition. Therefore, in order to make up for the shortcomings of previous studies and further deepen our understanding of career growth, this paper attempts to conduct an exploratory empirical study on how individual factors of new employees promote their career growth from the perspective of organizational support. In this paper, 361 new employees were investigated with the help of psychological resources theory and work motivation theory. This paper analyzes the relationship between new employees' sense of organizational support and career growth and the intermediary role of active socialization behavior in these relationships, and further analyzes the moderating effect of new employees' psychological capital on intermediary function. The results show that: (1) organizational support of new employees has a significant positive predictive effect on career growth; (2) active socialization of new employees plays a part of intermediary role in the relationship between organizational support and career growth; (3) new employees' sense of organizational support? Active social behavior? The mediating path of career growth is regulated by psychological capital in the previous stage.
【学位授予单位】：闽南师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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