CAJ | 학술논문

本研究通过对410名企业员工的调查，探讨使命取向对职业满意度的影响机制，并采用结构方程模型技术与层次回归分析法考察职业弹性在这一关系中的中介作用及工作资源对该关系的调节作用。研究结果表明：（1）职业弹性部分中介了使命取向对职业满意度的正向关系；（2）工作资源调节了使命取向对职业弹性的影响；（3）进一步地，工作资源水平越高，职业弹性对于使命取向与职业满意度关系的中介作用越强，反之越弱。
본연구통과대410명기업원공적조사，탐토사명취향대직업만의도적영향궤제，병채용결구방정모형기술여층차회귀분석법고찰직업탄성재저일관계중적중개작용급공작자원대해관계적조절작용。연구결과표명：（1）직업탄성부분중개료사명취향대직업만의도적정향관계；（2）공작자원조절료사명취향대직업탄성적영향；（3）진일보지，공작자원수평월고，직업탄성대우사명취향여직업만의도관계적중개작용월강，반지월약。
This study examines the mediating effect of career resilience and the moderating effect of job resources on the relationship between calling orientations and career satisfaction. A calling orientation is a view toward work in which one expects work to be both purposeful and inherently meaningful, while career resilience in this study refers to an individual＇s positive psychological states including flexibility, career initiative and achievement motivation. We argue that calling orientations contribute to employees＇ career resilience, which in turn, may improve ones＇ career satisfaction. Besides, based on theories and empirical studies of job demand-resources model, we hypothesize that job resources moderate the relationship between calling orientations and career resilience, and consequently may exert indirect influence on the relationship between calling orientations and career satisfaction via career resilience. Data were collected from several companies in China, which covered a great number of occupations like communication industry, wholesale, retail industry, manufacturing, and finance industry. Participants responded to an email that advertised the study by clicking on a link that directed them to an online questionnaire. A consent form was shown before they started the survey, which informed the participants that their responses would be kept private and confidential, and that data would only be reported in aggregate. A total of 410 employees from various education background participated in this survey. In our sample, males covered 37.8%, with an average age of 29.9. Structural equation model, hierarchical regression analysis and conditional indirect effect test were used in the data analysis. The results show that the relationship among career orientations, career resilience, job resources and career satisfaction were significant; employees＇ career resilience acted as a mediator between calling orientations and career satisfaction. Besides, hierarchical regression analysis and simple slope test results show that the relationship between calling orientations and career resilience became stronger with the increasing level of job resources. In addition, conditional indirect effect test shows that the mediating effect of career resilience on calling orientation-career satisfaction linkage was significant only among those employees who perceived higher level of job resources. Our findings contributed to the literature and practice of human resources management. Firstly, this research offered a new perspective to examine the influence mechanism of calling orientations on subjective career success, which focused on the mediating role of positive psychological states rather than work attitude as shown in previous studies. As a result, our finding enriched the literature on calling orientations and career resilience. Secondly, our study supported the moderating role of job resources on the relationship between calling orientations and career resilience, which also contributed to the theories related to job resources. Additionally, our results implied that it would be important for managers to offer more resources for the employees by various ways to promote the process.