组织职业生涯管理对个体职业生涯管理的影响:一个被调节的中介模型

The Influence of Perceived Organizational Career Management on Individual Career Management:A Moderated Mediation Model

采用三轮时隔一年的问卷调查方法,收集了294名企业员工的有效样本,考察了组织职业生涯管理对个体职业生涯管理行为的影响,并检验了组织工具性的中介作用以及无边界意识的调节中介作用。结果表明,组织工具性在组织职业生涯管理与以发展组织内部职业生涯为目标的个体职业生涯管理行为之间起着部分中介作用;组织工具性在组织职业生涯管理与以发展组织外部职业生涯为目标的个体职业生涯管理行为之间起着完全中介的作用;无边界意识正向调节了组织工具性在组织职业生涯管理与以发展组织内部职业生涯为目标的职业生涯管理行为之间的中介作用,负向调节了组织工具性在组织职业生涯管理与以发展组织外部职业生涯为目标的个体职业生涯管理行为之间的中介作用。

The study investigates the mediating role of perceived organizational instrumentality and the moderating role of boundaryless mindset. The findings are. organizational career management is positively related to internal ICM and is negatively related to external ICM; organizational instrumentality partially mediate the relationships between organizational career management and internal ICM and to- tally mediate the relationships between organizational career management and external ICM; boundaryless mindset moderates the mediating role of organizational instrumentality between organizational career management and internal ICM positively and moderates the mediating role of organizational instrumentality between organizational career management and external ICM negatively, and both the moderated mediation roles take place in the first stage of the indirect effects. This indicates that indi- vidual and organizational career management activities continue to be inter-related activities, which together constitute the career deal in the contemporary career environment. To sum up, this study deepens our understanding of the relationships between organizational career management and individual career management by examining the mediating role of organizational instrumentality and moderating role of boundaryless mindset in one theoretical framework. This study also enriches the literature on career management and boundaryless career.