追寻-存在职业使命匹配对创新行为的影响机制*

doi:10.16719/j.cnki.1671-6981.20240516

摘要/Abstract

摘要： 基于工作使命和资源保存理论,探讨了追寻-存在职业使命匹配对创新行为的作用机制。对985名科技研发人员进行问卷调查,结果发现：（1）在匹配一致条件下,高追寻-高存在职业使命匹配比低追寻-低存在匹配对创新行为和践行职业使命的促进作用更强;在匹配不一致条件下,低追寻-高存在职业使命匹配比高追寻-低存在匹配对创新行为和践行职业使命的正向影响更强;与匹配不一致相比,当二者匹配一致更能增加个体的创新行为和践行职业使命。（2）践行职业使命在追寻-存在职业使命匹配与创新行为间起中介作用。（3）无论在高低内部人身份感知条件下,追寻-存在职业使命匹配一致比不一致、双高匹配比双低匹配、低-高匹配比高-低匹配更能促进践行职业使命。

关键词: 追寻职业使命, 存在职业使命, 践行职业使命, 创新行为, 内部人身份感知

Abstract: Achieving a high degree of scientific and technological self-reliance has become essential in the contemporary international strategic landscape, where scientific and technological innovation is the primary battlefield. Enhancing the innovative behavior of R&D personnel is the foundation of achieving this goal. Consequently, how to stimulate their innovative behavior is an enduring topic of interest among both academics and innovative industry professionals.With the changing demands of people who no longer prioritize material feedback from their work, but instead focus on the meaning of work and the realization of self-value, research on the intricate relationship between career calling and innovative behavior has emerged as a salient topic in the fields of occupational psychology and organizational behavior.
The work as a calling theory categorizes the influence of the presence of career calling on work outcomes through living a calling. Nevertheless, this framework does not consider the significant variable of search for career calling, which cannot provide a basis for the correlation between the search for and presence of career calling and innovative behavior. In addition, search for career calling and presence of career calling are two distinct concepts, yet few studies have explored the relationship between them, and the existing research findings are contradictory. Hence, based on the work as a calling theory and conservation of resources theory, this study examines the process and boundary mechanism of the “search for and presence of” career calling fit on innovative behavior.
A questionnaire survey is conducted among 985 scientific and technological R&D employees.The polynomial regression and response surface analysis were used.The results show that: (1)Compared with“low search for and low presence of” fit, “high search for and high presence of”fit has a higher level of innovative behavior and living a calling. Compared with “high search for and low presence of” fit, “low search for and high presence of” fit has a stronger impact on innovative behavior and living a calling.Compared with the incongruence in “search for and presence of” fit, the more congruence is, the more it can increase individuals' innovative behavior and living a calling. (2) Living a calling mediates the relationship between “search for and presence of” career calling fit and innovative behavior. (3) At both the high and low levels of perceived inner status, the effects of more congruence in “search for and presence of” career calling rather than incongruence, “high search for and high presence of” fit rather than “low search for and low presence of” fit, and “low search for and high presence of” fit rather than “high search for and low presence of ” fit on living a calling are stronger.
This research responds to the scholars'calls for a comprehensive examination of the intricate connection between the “search for and presence of” career calling fit and its influence on work outcomes. It not only adds to the existing literature on the search for career calling, broadens the research framework of work as a calling theory, but also offers new insights for future research on how “search for and presence of” career calling fit affects other work and life outcomes.Moreover, this paper establishes a logical sequence of how “search for and presence of” career calling fit can motivate individuals to live out a calling and consequently promote innovative behavior. It also tests the applicability of the work as a calling theory in the context of Chinese science and technology enterprise context, thereby enriching the research system of the antecedents and outcomes of living a calling. Finally, it provides a more comprehensive research perspective to gain a deeper understanding of when and how “search for and presence of” career calling fit can affect living a calling and foster innovative behavior.

Key words: search for career calling, presence of career calling, living a calling, innovative behavior, perceived inner status

周洁. 追寻-存在职业使命匹配对创新行为的影响机制^*[J]. 心理科学, 2024, 47(5): 1173-1183.

Zhou Jie. The Mechanism of the “Search for and Presence of ” Career Calling Fit on Innovative Behavior[J]. Journal of Psychological Science, 2024, 47(5): 1173-1183.

参考文献

[1] 窦运来, 沈伊默. (2021). 参与式领导如何影响团队成员的工作表现?——有调节的中介效应. 心理与行为研究, 19(6), 845-852.
[2] 刘晨, 周文霞. (2022). 从拥有使命到践行使命: 使命践行的研究述评与展望. 中国人力资源开发, 39(2), 59-72.
[3] 杨付, 刘清. (2021). 使命感的影响效果. 心理科学进展, 29(9), 1647-1656.
[4] 雍少宏, 张森森, 牛晓茹, 陈鸾. (2022). 心理授权与员工创新行为关系的元分析. 软科学, 36(6), 93-97.
[5] 周洁. (2023). “领导—下属”感知职业使命一致性对警察践行职业使命的影响机制. 中国刑警学院学报, 6, 110-119.
[6] 周洁, 张建卫, 宣星宇. (2022). 国防科技研发人员职业使命感对创新行为的作用机制. 中国科技论坛, 4, 58-67.
[7] Andrews, P., & Meyer, R. G. (2003). Marlowe-Crowne social desirability scale and short form C: Forensic norms. Journal of Clinical Psychology, 59(4), 483-492.
[8] Dik, B. J., & Duffy, R. D. (2009). Calling and vocation at work: Definitions and prospects for research and practice. The Counseling Psychologist, 37(3), 424-450.
[9] Dik B. J., Eldridge B. M., Steger M. F., & Duffy R. D. (2012). Development and validation of the calling and vocation questionnaire (CVQ) and brief calling scale (BCS). Journal of Career Assessment, 20(3), 242-263.
[10] Dobrow S. R., Weisman H., Heller D., &Tosti-Kharas J. (2019). Calling attention to 20 years of research: A comprehensive meta-analysis of calling. Academy of Management Proceedings, 2019(1), Article12789.
[11] Dobrow S. R., Weisman H., Heller D., &Tosti-Kharas J. (2023). Calling and the good life: A meta-analysis and theoretical extension. Administrative Science Quarterly, 68(2), 508-550.
[12] Duffy R. D., Allan B. A., Autin K. L., & Douglass R. P. (2014). Living a calling and work well-being: A longitudinal study. Journal of Counseling Psychology, 61(4), 605-615.
[13] Duffy R. D., Bott E. M., Allan B. A., Torrey C. L., & Dik B. J. (2012). Perceiving a calling, living a calling, and job satisfaction: Testing a moderated, multiple mediator model. Journal of Counseling Psychology, 59(1), 50-59.
[14] Duffy R. D., Dik B. J., Douglass R. P., England J. W., & Velez B. L. (2018). Work as a calling: A theoretical model. Journal of Counseling Psychology, 65(4), 423-439.
[15] Duffy R. D., England J. W., Douglass R. P., Autin K. L., & Allan B. A. (2017). Perceiving a calling and well-being: Motivation and access to opportunity as moderators. Journal of Vocational Behavior, 98, 127-137.
[16] Edwards, J. R., & Cable, D. M. (2009). The value of value congruence. Journal of Applied Psychology, 94(3), 654-677.
[17] Edwards, J. R., & Parry, M. E. (1993). On the use of polynomial regression equations as an alternative to difference scores in organizational research. Academy of Management Journal, 36(6), 1577-1613.
[18] Ganster D. C., Hennessey H. W., & Luthans F. (1983). Social desirability response effects: Three alternative models. Academy of Management Journal, 26(2), 321-331.
[19] Hobfoll S. E., Halbesleben J., Neveu J. P., & Westman M. (2018). Conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5(1), 103-128.
[20] Kang H. J., Cain L., & Busser J. A. (2021). The impact of living a calling on job outcomes. International Journal of Hospitality Management, 95, Article 102916.
[21] Lee, Y. T., & Antonakis, J. (2014). When preference is not satisfied but the individual is: How power distance moderates person-job fit. Journal of Management, 40(3), 641-675.
[22] Li F. F., Jiao R. K., Liu D., & Yin H. (2021). The search for and presence of calling: Latent profiles and relationships with work meaning and job satisfaction. Frontiers in Psychology, 12, Article 633351.
[23] Liu Z. Q., Jiang Y. Z., Yao Z., Liu X. L., Zhao L., & Zhang X. C. (2021). Congruence in career calling and employees' innovation performance: Work passion as a mediator. Chinese Management Studies, 15(2), 363-381.
[24] Park N., Park M., & Peterson C. (2010). When is the search for meaning related to life satisfaction? Applied Psychology: Health and Well-Being, 2(1), 1-13.
[25] Randel A. E., Galvin B. M., Shore L. M., Ehrhart K. H., Chung B. G., Dean M. A., & Kedharnath U. (2018). Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness. Human Resource Management Review, 28(2), 190-203.
[26] Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607.
[27] Stamper, C. L., & Masterson, S. S. (2002). Insider or outsider? How employee perceptions of insider status affect their work behavior. Journal of Organizational Behavior, 23(8), 875-894.
[28] Steger M. F., Dik B. J., & Duffy R. D. (2012). Measuring meaningful work: The work and meaning inventory (WAMI). Journal of Career Assessment, 20(3), 322-337.
[29] Walsh B. M., Burrus A., Kabat-Farr D., McGonagle A. K., Call E., McIntire A., & Shen F. C. (2020). Living a calling and perceived work ability in domestic violence services. Journal of Counseling Psychology, 67(2), 241-250.
[30] Willemse, M., & Deacon, E. (2015). Experiencing a sense of calling: The influence of meaningful work on teachers' work attitude. Journal of Industrial Psychology, 41(1), 1-9.
[31] Xu Y., Liu D., & Tang D. S. (2022). Decent work and innovative work behaviour: Mediating roles of work engagement, intrinsic motivation and job self-efficacy. Creativity and Innovation Management, 31(1), 49-63.
[32] Yek M. H., Olendzki N., Kekecs Z., Patterson V., & Elkins G. (2017). Presence of meaning in life and search for meaning in life and relationship to health anxiety. Psychological Reports, 120(3), 383-390.

追寻-存在职业使命匹配对创新行为的影响机制^*

The Mechanism of the “Search for and Presence of ” Career Calling Fit on Innovative Behavior

PDF

评审附件

可视化

摘要/Abstract

引用本文

使用本文

参考文献

相关文章 5

编辑推荐

Metrics

[1]	赵申苒, 赵君哲, 王明辉, 赵国祥. 上级发展性反馈对新员工绩效的影响:内部人身份感知和核心自我评价的作用机制^*[J]. 心理科学, 2024, 47(3): 657-663.
[2]	杨柳. 新员工增加社会资源行为对内部人身份感知的影响 ——一项经验取样研究[J]. 心理科学, 2021, 44(3): 691-697.
[3]	王国猛孙吴信宜郑全全赵曙明. 情绪创造力对员工创新行为的影响：情绪社会建构理论的视角[J]. 心理科学, 2016, 39(1): 124-130.
[4]	曹科岩. 团队心理安全感对成员创新行为影响的跨层次研究：知识分享的中介作用[J]. 心理科学, 2015, 38(4): 966-972.
[5]	王永跃段锦云. 人力资源实践对员工创新行为的影响：心理契约破裂的中介作用及上下级沟通的调节作用[J]. 心理科学, 2014, 37(1): 172-176.