为探讨国企员工心理资本在职业使命感与工作投入中的中介作用,以及组织支持感的调节作用,本研究采用问卷调查的方式对288名国企员工展开调查。结果表明:1) 职业使命感显著正向预测工作投入;2) 心理资本在职业使命感和工作投入的关系中...为探讨国企员工心理资本在职业使命感与工作投入中的中介作用,以及组织支持感的调节作用,本研究采用问卷调查的方式对288名国企员工展开调查。结果表明:1) 职业使命感显著正向预测工作投入;2) 心理资本在职业使命感和工作投入的关系中起中介作用;3) 组织支持调节了心理资本与工作投入之间的关系及由职业使命感带来的心理资本对工作投入的影响。本文进一步探讨了个体在组织情境中个体的职业使命感以及所获得的资源对工作投入的影响,进一步揭示了启示实践者应该关注员工们的职业使命感,从而提高员工的工作投入。To explore the mediating role of psychological capital in the relationship between professional calling and work engagement among employees in state-owned enterprises (SOEs), as well as the moderating role of perceived organizational support, this study conducted a questionnaire survey with 288 SOE employees. The results showed that: 1) Professional calling significantly and positively predicted work engagement;2) Psychological capital mediated the relationship between professional calling and work engagement;3) Perceived organizational support moderated the relationship between psychological capital and work engagement, as well as the impact of psychological capital driven by professional calling on work engagement. This study further explored the influence of individual professional calling and the resources obtained in organizational contexts on work engagement, providing insights for practitioners to emphasize employees’ professional calling to enhance their work engagement.展开更多
文摘为探讨国企员工心理资本在职业使命感与工作投入中的中介作用,以及组织支持感的调节作用,本研究采用问卷调查的方式对288名国企员工展开调查。结果表明:1) 职业使命感显著正向预测工作投入;2) 心理资本在职业使命感和工作投入的关系中起中介作用;3) 组织支持调节了心理资本与工作投入之间的关系及由职业使命感带来的心理资本对工作投入的影响。本文进一步探讨了个体在组织情境中个体的职业使命感以及所获得的资源对工作投入的影响,进一步揭示了启示实践者应该关注员工们的职业使命感,从而提高员工的工作投入。To explore the mediating role of psychological capital in the relationship between professional calling and work engagement among employees in state-owned enterprises (SOEs), as well as the moderating role of perceived organizational support, this study conducted a questionnaire survey with 288 SOE employees. The results showed that: 1) Professional calling significantly and positively predicted work engagement;2) Psychological capital mediated the relationship between professional calling and work engagement;3) Perceived organizational support moderated the relationship between psychological capital and work engagement, as well as the impact of psychological capital driven by professional calling on work engagement. This study further explored the influence of individual professional calling and the resources obtained in organizational contexts on work engagement, providing insights for practitioners to emphasize employees’ professional calling to enhance their work engagement.
