CAJ | 학술논문

本研究对中国企业管理者的职业选择及其影响因素进行了考察。结果发现，社会认知职业模型基本适用于该群体：其结果预期对职业兴趣有显著影响；其管理自我效能及结果预期对职业承诺有显著影响；其社会、经济支持对职业承诺的影响不显著，但对自我职业生涯管理有显著影响；其管理自我效能及自我职业生涯管理对工作绩效有显著影响；但仍有某些变量间的路径关系未得到验证。
본연구대중국기업관리자적직업선택급기영향인소진행료고찰。결과발현，사회인지직업모형기본괄용우해군체：기결과예기대직업흥취유현저영향；기관리자아효능급결과예기대직업승낙유현저영향；기사회、경제지지대직업승낙적영향불현저，단대자아직업생애관리유현저영향；기관리자아효능급자아직업생애관리대공작적효유현저영향；단잉유모사변량간적로경관계미득도험증。
The main purpose of this study is to investigate whether Social Cognitive Career Theory can be applied to the specific group of Chinese managers. Findings from this study generally supported the application of SCCT to explaining their career choice processes, though some of the paths of this model had not been well tested. More specifically, managers＇ outcome expectations directly predicted interest in management while managerial self-efficacy showed no significant effect on interest. Their self-efficacy and outcome expectations both significantly contributed to their career commitment while interest showed no significant influence on it. Their self- efficacy and career commitment both had a direct effect on their own career management activities. Social/economic factors showed no significant influence on their career commitment but significantly affected their own career management activities. Career management activities carried out by organizations had a direct effect on their career commitment and their own career management activities. Lastly, both their career management activities and self-efficacy significantly contributed to their performance accomplishments.