CAJ | 학술논문

对中国情景下知识型员工的职业召唤对组织承诺、工作满意度、离职意愿等工作态度的影响以及职业承诺在职业召唤与上述工作态度的中介作用进行实证检验。基于自我决定理论和已有关于召唤的相关研究结论，提出职业召唤－职业承诺－工作态度的关系假设模型，并以981位国有、民营及外（合）资企业的知识型员工作为研究对象，通过结构方程建模进行实证检验。研究结果表明，中国情景下知识型员工的职业召唤对组织承诺、工作满意度和离职意愿均有显著正向影响，职业承诺完全中介职业召唤与工作满意度和离职意愿的关系，部分中介职业召唤与组织承诺的关系。在中国情景下验证西方关于职业召唤的研究结论，结果表明职业召唤的培养对企业知识型员工的职业承诺、组织承诺和工作满意度均具有十分重要的作用，为职业召唤理论在中国情景下的验证和完善以及知识型员工的管理理论和企业实践提供新的视角。
대중국정경하지식형원공적직업소환대조직승낙、공작만의도、리직의원등공작태도적영향이급직업승낙재직업소환여상술공작태도적중개작용진행실증검험。기우자아결정이론화이유관우소환적상관연구결론，제출직업소환－직업승낙－공작태도적관계가설모형，병이981위국유、민영급외（합）자기업적지식형원공작위연구대상，통과결구방정건모진행실증검험。연구결과표명，중국정경하지식형원공적직업소환대조직승낙、공작만의도화리직의원균유현저정향영향，직업승낙완전중개직업소환여공작만의도화리직의원적관계，부분중개직업소환여조직승낙적관계。재중국정경하험증서방관우직업소환적연구결론，결과표명직업소환적배양대기업지식형원공적직업승낙、조직승낙화공작만의도균구유십분중요적작용，위직업소환이론재중국정경하적험증화완선이급지식형원공적관리이론화기업실천제공신적시각。
This empirical research tests the influence mechanism of calling on organizational commitment , job satisfaction as well as turnover intention .It also tests the mediating effect of career commitment for knowledge workers in the Chinese context .Based on self-determination theory and previous research conclusions on calling , the relationship hypothetical model of “calling-career commitment-working attitudes” is proposed.Tested by structural equation modeling approach , this paper studied 981 participants covering technicians, administrative staff, marketing staff and professionals of state-owned, private and foreign (co) funded en-terprises over Chinese mainland and Chinese Hong Kong from period of December 2013 to February 2014. The results have shown that calling had a significant positive impact on organizational commitment , job satisfaction as well as a negative impact on turnover intention in the Chinese context for knowledge workers .Meanwhile , the results have also shown these conclusions:①the career commitment had a significant positive impact on job satisfaction and fully mediated the relationships between the calling and job satisfaction;②the career commitment had a significant positive impact on organizational commitment and partially mediated the relationships between the calling and organizational commitment ;③the career commitment had a sig-nificant negative positive impact on turnover intention and fully mediated the relationships between the calling and turnover inten -tion. This paper verifies the conclusions on the calling in the Chinese context , and enriches the calling theory originated from the west-ern countries .It also improves the relevant theories on knowledge workers′management and incentives .Based on the relevant theoretical studies and conclusions , this paper chose knowledge workers as research subject that is more likely to have higher lev -els of callings and also more likely to achieve their callings .Therefore, this study has more practical significance .Meanwhile, this study offers a new perspective for verification and improvement of calling theory as well as management practices for knowl -edge workers in China context .The results indicate that the cultivation of calling have a very important role for knowledge work -ers′career commitment , organizational commitment and job satisfaction . The conclusions also stimulate Chinese companies to find a way to manage and motivate knowledge workers , promote more atten-tion paid to calling and calling related factors such as work meanings , missions and social contributions and conduct new manage-ment and incentive practices to promote knowledge workers′calling.