摘要
职业使命是西方职业心理学新兴的一个概念,它为组织行为领域的研究提供了新的切入点。本研究构建了有调节的中介作用模型,通过大规模发放调查问卷,共收集有效问卷364份,采用结构方程、多层次回归、总效应调节模型等统计分析方法,应用SPPS20、AMOS17软件,对问卷信度、效度、变量之间主效应、中介效应和调节效应进行假设检验。本文的主要研究结论是:职业使命正向影响自我效能和员工敬业度,自我效能在职业使命和员工敬业度之间起部分中介作用;个人-组织价值观匹配对自我效能和员工敬业度有调节作用;个人-组织价值观匹配调节自我效能在职业使命与员工敬业度之间的中介作用。
Calling is a new concept of occupational psychology in Western,which provides a new starting point for the study of organizational behavior.This study puts forward the theoretical model and conducts assumptions deduction on relationship between the variables.364 valid questionnaires through large scale questionnaire investigation are collected in this study.It tests the reliability and validity of questionnaire,main effect,mediation effect,and moderation effect between variables by using structural equation modeling,hierarchical regression,and total effect moderation model through applications of software SPPS20,AMOS17.The main research conclusions in this article are： （1） calling has positive influence on self-efficacy and employee engagement, self-efficacy plays partial mediation effect on calling and employee engagement; （2） Personal-organization values match plays moderation effect on self-efficacy and employee engagement; （3） Personal-organization values match plays moderated mediation effect on calling and employee engagement.
出处
《管理观察》
2015年第26期48-64,共17页
Management Observer
