无边界职业生涯时代不同代际员工组织承诺的影响因素

The Antecedents of Affective Organizational Commitment among Chinese Employees from Different Generations in the Boundaryless Career Era

基于无边界职业生涯的理论视角,采用问卷调查法,考察了影响新生代员工和传统代员工组织承诺的关键性因素,并通过优势分析确定其相对权重。结果表明:(1)在无边界职业生涯时代,企业员工具有较高的无边界心智模式和适度的组织流动性偏好,新生代员工的无边界心智模式显著高于传统代员工,但组织流动性偏好在不同代际之间的差异不显著。(2)组织流动性偏好显著地负向预测组织承诺,无边界心智模式对组织承诺的预测作用均不显著,组织发展性支持和感知的职业机会显著地正向预测组织承诺。(3)组织承诺影响因素的相对重要性存在代际差异,组织中的职业机会是影响新生代员工组织承诺的最重要因素,组织的发展性支持是影响传统代员工组织承诺的最重要因素。

Based on the theoretical perspective of boundaryless career, this paper investigates the key factors influencing the organizational commitment of the new generation staff and traditional generation employees, and determines the relative weight through the dominance analysis. The results show that： （1） In the era of boundaryless career, employees have higher boundaryless mindset and moderate organizational mobility preference. The boundaryless mindset of the new generation employees is significantly higher than that of traditional generation employees, but the intergenerational difference of organizational mobility preference is not significant. （2） organizational mobility preference significantly negative predicted organizational commitment, the role of botmdaryless mindset on organizational commitment is not significant, organizational support for development and perceived career opportunity both show the remarkable positive prediction effect to organizational commitment. （3） the relative importance of organizational commitment factors exist intergenerational differences, perceived career opportunity is the most important factor affecting the organizational commitment of the new generation of employees, organizational support for development is the most important factor having impact on traditional staff.