本文選題：職業(yè)召喚 + 組織德性��； 參考：《暨南大學(xué)》2014年碩士論文

【摘要】：職業(yè)召喚是個(gè)體追求崇高職業(yè)發(fā)展目標(biāo)過(guò)程中的內(nèi)心體驗(yàn)和感知。對(duì)職業(yè)召喚內(nèi)容結(jié)構(gòu)的研究，及其在組織中的情境誘發(fā)因素和對(duì)員工績(jī)效的影響過(guò)程有助于澄清本土文化情境下職業(yè)召喚的概念內(nèi)涵，以及形成和發(fā)展過(guò)程。 本研究采用文獻(xiàn)分析，專家小組討論，個(gè)人訪談和開放式問(wèn)卷的方式編制了職業(yè)召喚的預(yù)試問(wèn)卷，并采用項(xiàng)目分析，信度分析和探索性因素分析等方法對(duì)問(wèn)卷題項(xiàng)進(jìn)行篩選，獲得了四個(gè)維度的量表。本研究以此為基礎(chǔ)采用相關(guān)分析，，回歸分析和結(jié)構(gòu)方程模型等方法探討了組織德性，職業(yè)召喚，職業(yè)承諾和周邊績(jī)效之間的關(guān)系，并得出以下結(jié)論： （1）職業(yè)召喚內(nèi)是一個(gè)四維結(jié)構(gòu)變量，包含了召喚體驗(yàn)，親社會(huì)性，職業(yè)意義和內(nèi)在激勵(lì)四個(gè)維度； （2）組織德及其各維度對(duì)職業(yè)召喚具有顯著正向影響； （3）職業(yè)召喚及其各維度對(duì)職業(yè)承諾具有顯著正向影響； （4）職業(yè)承諾及其各維度對(duì)周邊績(jī)效及其各維度均有顯著正向影響； （5）職業(yè)召喚及其各維度對(duì)周邊績(jī)效具有顯著正向影響； （6）職業(yè)承諾在職業(yè)召喚與周邊績(jī)效之間起部分中介作用。 最后，本研究在結(jié)果討論基礎(chǔ)上提出了本研究在管理實(shí)踐方面的啟示，對(duì)職業(yè)生涯管理具有借鑒意義，最后指出本研究的不足以及未來(lái)展望。
[Abstract]:Professional call is the inner experience and perception in the process of individual pursuing lofty career development goal. The study on the content structure of career call and its contextual inductive factors in the organization and its influence on employee performance will help to clarify the conceptual connotation and formation and development process of career call in the context of local culture. In this study, a pre-test questionnaire for career call was compiled by literature analysis, expert group discussion, personal interview and open questionnaire, and item analysis, reliability analysis and exploratory factor analysis were used to screen the items of the questionnaire. A scale of four dimensions was obtained. On this basis, the relationship between organizational virtue, career call, career commitment and peripheral performance was investigated by using correlation analysis, regression analysis and structural equation model. The following conclusions are drawn: (1) there is a four-dimensional structural variable in career call, which includes four dimensions: call experience, pro-sociality, career meaning and intrinsic motivation; (2) organizational morality and its dimensions have significant positive effects on career call, (3) career call and its dimensions have significant positive effects on career commitment; (4) career commitment and its dimensions have significant positive effects on peripheral performance and its dimensions, (5) career call and its dimensions have significant positive effects on peripheral performance; (6) career commitment plays an intermediary role between career call and peripheral performance. Finally, on the basis of the discussion of the results, the author puts forward the enlightenment of this study in the management practice, which is useful for career management. Finally, it points out the deficiency of this study and its future prospects.
【學(xué)位授予單位】：暨南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：B842

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