员工天职取向对工作绩效的作用机制研究——员工敬业度的中介作用

Research on the Relationship of Calling Orientation and Work Performance——The Mediating Role of Employee Engagement

引入"员工敬业度"作为中介变量,以实证研究方法阐明天职取向对工作绩效的作用机理。通过理论推理建立天职取向与工作绩效之间关系的理论模型及相关假设。研究发现,天职取向与工作绩效(任务绩效与关系绩效)呈显著正相关;天职取向与员工敬业度呈显著正相关;员工敬业度与工作绩效(任务绩效与关系绩效)呈显著正相关;员工敬业度在天职取向与工作绩效之间起部分中介作用。

This paper empirically analyzes the relationship of calling orientation and knowledge workers, and then it explores the influence of calling orientation on job performance （ task performance and contextual performance）. Then, it sets up a theoretical model of the relations between calling orientation and job performance and proposes ten related hypotheses by ear- rying out in-depth study and analysis on theories. This model can be tested and revised through approaches such as ques- tionnaire and statistical analysis. It verifies the relations between calling orientation and job performance. Result shows that companies should pay attention to the high-level demands of knowledge workers and foster win-win cooperation with employ- ees in their work and integrate their life meaning into the development of the organizations.