员工新职业生涯取向对组织情感承诺的差异化影响研究

Study on Different Impact of Employee’s New Career Orientations on Organizational Affective Commitment

检验了员工新职业生涯取向对组织情感承诺的差异化影响。研究结果表明：员工自我引导取向对组织情感承诺有正向影响,员工价值观驱动取向对组织情感承诺的影响不显著,员工无边界意识对组织情感承诺有正向影响,员工组织间流动偏好对组织情感承诺具有负向影响。职业发展机会、可雇佣性在员工自我引导取向对组织情感承诺的影响中具有完全的双重中介效应;可雇佣性在员工无边界意识对组织情感承诺的影响中具有完全中介效应。

This paper explores the different impact of employee＇s new career orientations on employees＇ affective commitment. Results show that employee＇s self-directed orientation positively relates to organizational affective commitment; valuedriven orientation has no significant effect on organizational affective commitment; boundaryless mindset positively relates to organizational affective commitment; employee＇s organizational mobility preference has a significant negative effect on organizational affective commitment; career developmental opportunities and employability totally double-mediated the relationship between employee＇s self-directed orientation and organizational affective commitment. The positive effect of employee＇s boundaryless mindset on organizational affective commitment is totally mediated by employability.