知识型员工的职业召唤与组织承诺分析:职业认同的中介作用

An Analysis of Knowledge Workers’ Career Calling and Organizational Commitment:The Mediating Role of Career Identity

基于自我决定理论、社会认同理论和已有关于职业召唤的理论成果,提出职业召唤—职业认同—组织承诺的关系假设模型,以268位知识型员工为研究样本,通过多元线性回归分析和Bootstrap法进行实证检验。研究结果表明,中国本土情景下知识型员工的职业召唤对组织承诺有显著正向影响,职业认同部分中介了职业召唤与组织承诺的关系。高水平的职业召唤可以提高知识型员工的职业认同,进而促进其组织承诺水平。研究结果验证了既往相关研究结论,并丰富了职业召唤对组织承诺的影响机制,补充完善了管理和激励知识型员工的相关理论,对企业管理者从职业召唤视角提高知识型员工的组织承诺水平具有重要的实践意义和指导价值。

Based on the self-determined theory,social identity theory and the existing theoretical achievements on career calling,this paper puts forward a hypothetical model of the relationship between career calling,career identity and organizational commitment.Taking 268 knowledge workers as the research sample,the empirical test is carried out through multiple linear regression analysis and Bootstrap method.The research results show that the professional call of knowledge workers has a significant positive impact on organizational commitment under the local situation in China,and the professional identity partially mediates the relationship between professional call and organizational commitment.High-level career calling can improve the professional identity of knowledge workers,and then promote their organizational commitment.The research results verify the relevant western research conclusions,enrich the impact mechanism of career calling on organizational commitment,supplement and improve the relevant theories of managing and motivating knowledge workers,and have important practical significance and guiding value for enterprise managers to improve the level of organizational commitment of knowledge workers from the perspective of career calling.