摘要
本文通过对264位企业在职员工的问卷调查,探索了职业的无边界意识、自我引导取向对情感承诺和离职意向的影响,研究结果表明:自我引导取向对情感承诺有正向预测作用,而无边界意识对情感承诺的预测作用不显著;无边界意识和自我引导取向对员工所感知的可雇佣性均有正向的预测作用,并且可雇佣性在自我引导取向与情感承诺之间起到了部分中介作用;两种职业取向、可雇佣性与离职意向的关系均不显著;职业成长机会在这两种职业取向与可雇佣性之间起到正向调节作用,同时,职业成长机会负向调节了无边界意识和离职意向之间的关系。本文最后对研究结论进行了讨论,总结了本研究的理论与实践意义,并提出了未来的研究方向。
This study examines the relation of both the boundaryless mindset and Self-directed orientation of 'new'career attitude to affective commitment and leaving intention, exploring the mediating role of employability and moderating role of career growth opportunities. The major fi ndings though surveying a sample of 264 working adults show that:(1) Self-directed orientation positively relates to affective commitment, and boundaryless mindset doesn't relate to affective commitment.(2) Both the career orientations positively relate to employability and employability partially mediates the relationship between self-directed orientation and affective commitment.(3) None of the new career orientations and employability relate to turnover intention.(4) Career growth opportunities plays a positive moderating role between both the career orientations and employability, meanwhile, it also plays a negative moderating role between boundaryless mindset and turnover intention. This article fi nally has carried on the discussion to the conclusion of the study, summarizes the theoretical and practical contributions of this study, and proposes future research directions.
基金
中国人民大学研究品牌计划项目资助
项目号10XNI036
关键词
无边界意识
自我引导取向
可雇佣性
职业成长机会
情感承诺
离职意向
boundaryless mindset self-directed orientation affective commitment employability career growth opportunities turnover intention
