| 职业生涯韧性对职业-组织双重承诺的作用机理 |
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| 引用本文： | 宋国学.职业生涯韧性对职业-组织双重承诺的作用机理[J].科研管理,2021,42(3):201-208. |
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| 作者姓名： | 宋国学 |
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| 作者单位： | 黑龙江大学 经济与工商管理学院，黑龙江 哈尔滨150080 |
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| 基金项目： | 教育部人文社科规划课题:“组织公民行为的职场排斥效应及其机制研究”(18YJA630117);黑龙江省教育科学“十四五”规划重点课题:“基于‘三全育人’理念的大学生职业素养开发研究”(GJB1421018)。 |
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| 摘 要： | 职业-组织双重承诺的兼得对于人力资源管理具有非常重要的意义。文章以新入职毕业生为研究对象，在理论研究的基础上构建了职业生涯韧性对新入职毕业生的职业-组织双重承诺的作用机理模型，在滚雪球便利抽样调查数据的基础上，运用多层次线性模型等方法进行实证检验。研究发现，职业生涯韧性对新入职毕业生的职业承诺和组织承诺具有正向影响作用，心理契约对职业生涯韧性与双重承诺的关系具有调节作用，关系型心理契约对两者关系具有正向调节作用，交易型心理契约对两者关系具有负向调节作用。
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| 关 键 词： | 职业-组织双重承诺 职业生涯韧性 心理契约 组织承诺 职业承诺 |
| 收稿时间： | 2018-06-14 |
| 修稿时间： | 2018-12-06 |
Influencing mechanism of career resilience on the occupation-organization dual commitment |
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| Song Guoxue.Influencing mechanism of career resilience on the occupation-organization dual commitment[J].Science Research Management,2021,42(3):201-208. |
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| Authors: | Song Guoxue |
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| Institution: | College of Economics and Business Administration, Heilongjiang University, Harbin 150080, Heilongjiang, China |
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| Abstract: | In recent years, the situation of graduates′ employment has improved, but there still exist some problems. Figures from the Max institute show that the turnover rate is about 34% for half a year′s graduates in 2015, and the correlation ratio between jobs and professional is 66% in 2016, They were exposed to a great extent lack of organization emotional attachment and professional identity—the essence of which is occupation-organization dual commitment.
The occupation-organization dual commitment plays an important role in human resource management activities especially to organizations keeping suitable talents. But there exist some inconsistent viewpoints, firstly, whether organizational commitment and occupational commitment could have both at the same time or not? Secondly, what′s the antecedent variable of occupation-organization dual commitment? Therefore, there were inadequacies as follows. (1) The empirical research is fragmented in the context of an organization (for example, it only considers the toughness or career resilience structure of some certain variables, rather than the overall architecture). (2) The related study mostly focuses on the general commitment of one or more structure components (as the emotional commitment, continuous commitment and normative commitment), rather than directly introducing "career resilience" which variables combining the characteristics of professional situational.
According to the above situation, this article used the new graduates as the research object. The research considered the effects and functions of career resilience for the occupation-organization dual commitment based on the concept of the overall point. Based on theoretical researches, the paper built up a conceptual model. Then, this study used snowball convenience sampling method to investigate sample based on the data availability, through issuing questionnaires to the graduates who have been worked for about half a year, the number of 961 valid questionnaires responses received.
Thus, the hierarchical linear model was employed based on the data acquired through the snowball convenience sampling. The results reveal that the dual commitment of the career—organization of the new graduates can be achieved at the same time. However, the psychological contract has a moderating effect on the relationship. Under the regulation of psychological contract, the concurrence of the dual commitment of career—organization becomes complicated. For example, the relational psychological contract will positively adjust the relationship between the two factors (i.e. strengthening the positive relationship between career resilience and organizational commitment and strengthening the positive relationship between career resilience and occupational commitment), making it more likely to get the concurrence of the dual commitments under career resilience; whereas, the transactional psychological contract will negatively adjust the relationship between the two factors (i.e. weakening the positive relationship between career resilience and organizational commitment, and weakening the positive relationship between career resilience and occupational commitment), making it difficult to get the dual commitments under career resilience.
In the meantime, the relational psychological contract was found to positively moderate the relationship between career resilience and organization/occupational commitment, but the transactional psychological contract was found to negatively moderate the relationship between career resilience and organization/occupational commitment. Finally, the theoretical significance is discussed and related strategic suggestions are proposed for the human resource management, such as play emphasis on career resilience, play emphasis on relational psychological contract and enhancing new graduates′ sense of fulfillment of the psychological contract. |
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| Keywords: | occupation-organization dual commitment career resilience psychological contract organizational commitment occupational commitment |
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