摘要
知识员工大多具有较强的职业承诺和较弱的组织承诺。如何一体化提升知识员工的职业承诺和组织承诺一直困扰人力资源管理。以培训作为切入点,以385名知识员工为样本,将职业承诺作为中介变量、内部可雇佣性作为调节变量,探讨培训对知识员工组织承诺的影响机制。研究结果表明,培训正向影响知识员工职业承诺和组织承诺,职业承诺在培训与组织承诺之间起部分中介作用,内部可雇佣性正向调节培训与组织承诺、职业承诺与组织承诺之间的关系。
Most Knowledge workers have strong career commitment and weak organizational commitment. How to simultaneously improve the career commitment and organizational commitment has been puzzling the human resources management practice all the time. Taking training as the starting point, analyzing the obtained 385 valid questionnaires and introducing career commitment as mediator and internal employability as moderator, this study explores the influence mechanism. Research results show that: training is positively related to both career commitment and organizational commitment of knowledge workers, career commitment partly mediates the relationship between training and organizational commitment, internal employability moderates the relationship between training and organizational commitment, and the relationship between career commitment and organizational commitment.
作者
凌玲
章璐璐
LING Ling;ZHANG Lu-lu(School of Public Administration,Guizhou University,Guiyang,Guizhou,550025 China;School of Economics and Management,Chongqing University of Posts and Telecommunications,Chongqing,400065 China)
出处
《贵州财经大学学报》
CSSCI
北大核心
2020年第2期49-55,共7页
Journal of Guizhou University of Finance and Economics
基金
国家自然科学基金项目“新生代员工可雇佣性对离职倾向的影响机理及组织干预策略研究”(71862007)
贵州省科技厅项目“基于可雇佣能力的贵州省知识员工流失与组织干预策略研究”(黔科合基础[2017]1511-1)
贵州省科技计划项目(黔科合平台人才[2018]5781号)
重庆市社科规划博士项目“精神型领导对员工职业产出的影响机制研究”(2017BS32)
关键词
知识员工
培训
组织承诺
职业承诺
内部可雇佣性
knowledge worker
training
organizational commitment
career commitment
internal employability
