父母自主支持与职业使命感—有调节的中介模型
文献类型：学位论文
| 作者 | 杨兴超 |
| 答辩日期 | 2024-06 |
| 文献子类 | 继续教育硕士 |
| 授予单位 | 中国科学院大学 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 李锋 |
| 关键词 | 父母自主支持 个人成长主动性 组织支持感 职业使命感 |
| 学位名称 | 理学硕士 |
| 学位专业 | 应用心理学 |
| 其他题名 | Parental Autonomy Support on Career Calling: A Moderated Mediation Model |
| 中文摘要 | In recent years, the field of organizational psychology and organizational behavior has increasingly focused on the study of career calling in the field of organizational psychology and organizational behavior. This is mainly due to the significant changes in values and career choices that occur among the group of individuals in their emerging adulthood (aged 18-29). This group is increasingly inclined to develop and strengthen their career calling by pursuing meaningful work. Career calling not only brings satisfaction and fulfillment to individuals in their career, but also provides clear career guidance for them in the process of pursuing the meaning of life and realizing their self-worth. It plays an important role in improving job satisfaction, job stability, and job engagement. However, in the study of career calling, there is a tendency to focus too much on its outcomes rather than its antecedents. In order to better understand the mechanism of the generation and development process of career calling, it is necessary to strengthen the research on antecedents. Currently, researchers' studies on the antecedents of career calling are mostly based on isolated perspectives, lacking a systematic and comprehensive study that integrates the three dimensions of family, individual, and organization. In fact, the formation of professional mission is a process that involves multiple intertwined and interacting factors. Family factors provide the soil for the germination of individual professional mission, shaping individuals' professional cognition and attitudes. Individual factors are the internal driving force for the formation of professional mission, determining individuals' enthusiasm and commitment to their career. Organizational factors provide the platform and conditions for the realization of individual professional mission, influencing the direction and speed of individual career development. A systematic and comprehensive study of these three dimensions will help us fully understand the formation and development mechanism of professional mission. Given this, this study, based on the theoretical frameworks of self-determination theory, job demands-resources model, and social cognitive career theory, constructs a moderated mediation research model. It systematically and deeply explores the mechanisms and boundary conditions of the effects of family, individual, and organization on professional mission, as well as their interactive influences. This provides a new perspective and theoretical support for a comprehensive understanding of the formation and development of professional mission, and practical guidance for family education, individual career development, and organizational management. Currently, although researchers have conducted in-depth explorations into the formation factors of career calling, most of these studies adopt an isolated perspective, focusing separately on the three dimensions of family, individual, and organization, and lack a systematic and comprehensive study of the factors across these three dimensions. While this isolated approach helps to understand the influence of individual factors on career calling, it fails to fully reveal the complexity and diversity of the formation of career calling. This study used established scales from abroad to develop a survey questionnaire, including the scales of parental autonomy support, personal growth initiative, perceived organizational support, and career calling. The questionnaire was distributed through an online survey platform, and individuals aged 18-29 who were currently employed were invited to participate. To reduce common method bias, this study supplemented a three-stage sampling after the initial sampling. The results of the initial and three-stage sampling yielded 377 and 302 valid questionnaires, respectively. Both sets of results indicated that: (1) Parental autonomy support significantly positively predicts career calling; (2) Personal growth initiative partially mediated the relationship between parental autonomy support and career calling; (3) Perceived organizational support positively moderated the relationship between personal growth initiative and career calling and also served as a mediator for personal growth initiative. The research confirms that parental autonomy support serves as a catalyst for igniting children's personal growth initiative, ultimately leading to an elevated sense of career calling. Furthermore, perceived organizational support positively moderates the positive relationship between personal growth initiative and career calling, as well as the mediating role of personal growth initiative. In other words, the higher the level of perceived organizational support, the stronger the influence of parental autonomy support on career calling through personal growth initiative. |
| 英文摘要 | 近年来，组织心理学和组织行为学领域对职业使命感的研究愈发重视，这主要归因于成年初显期群体（18-29 岁）在价值观和职业选择上发生的显著变化。这一群体越来越倾向于通过追求有意义的工作来发展和强化他们的职业使命感。职业使命感不仅能为个体在职业生涯中带来满足感和成就感，还可以在追求生活意义和实现自我价值的过程中为他们提供明确的职业导向，对于提高工作满意度、工作稳定性、工作投入有重要作用。但在职业使命感的研究中，存在过度关注其结果而非前因的现象。为了更全面地了解职业使命感产生和发展过程 的机制，有必要加强对前因的研究。 近年来，组织心理学和组织行为学领域对职业使命感的研究愈发重视，这主要归因于成年初显期群体（18-29 岁）在价值观和职业选择上发生的显著变化。 这一群体越来越倾向于通过追求有意义的工作来发展和强化他们的职业使命感。职业使命感不仅能为个体在职业生涯中带来满足感和成就感，还可以在追求生活意义和实现自我价值的过程中为他们提供明确的职业导向，对于提高工作满意度、工作稳定性、工作投入有重要作用。但在职业使命感的研究中，存在过度关注其结果而非前因的现象。为了更全面地了解职业使命感产生和发展过程的机制，有必要加强对前因的研究。 本研究采用国外成熟量表编制调查问卷，包括父母自主支持量表、个人成长主动性量表、组织支持感量表和职业使命感量表，通过线上问卷调查平台收集数据。为减少同源方差，在一次性取样后又补充了分阶段取样。一次性取样和分阶段取样收集到的有效问卷分别为 377 份、302 份。两次取样的结果均表明：（1）父母自主支持与职业使命感呈显著正相关；（2）个人成长主动性部分中介父母自主支持与职业使命感之间的关系；（3）组织支持感正向调节个人成长主动性与职业使命感的关系以及个人成长主动性的中介作用。 研究证实，父母自主支持能够激发子女的个人成长主动性，继而提高子女的职业使命感；此外，组织支持感正向调节个人成长主动性与职业使命感之间的正向关系，以及个人成长主动性的中介作用，即组织支持感水平越高，父母自主支持通过个人成长主动对职业使命感的影响就越强。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/48247]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 杨兴超. 父母自主支持与职业使命感—有调节的中介模型[D]. 中国科学院心理研究所. 中国科学院大学. 2024. |
入库方式： OAI收割
来源：心理研究所
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