员工生涯资本投资对组织的价值——生涯适应力对工作敬业和离职意向的影响  

The Value of Employees' Career Investment to Organizations: Influence of Career Adaptability on Work Engagement and Turnover Intention

作　　者：关晓宇[1] 于海波[2] 

机构地区：[1]新南威尔士大学商学院 [2]北京师范大学政府管理学院,北京100875

出　　处：《科学学与科学技术管理》2015年第11期169-180,共12页Science of Science and Management of S.& T.

基　　金：国家自然科学基金项目(71171020);教育部人文社会科学研究一般项目(09YJC630012);全国教育科学"十一五"规划教育部青年项目(EIA080280)

摘　　要：对员工生涯资本的投资能否为组织创造积极的价值以及如何创造价值,目前在理论和实践领域都尚无定论。研究检验了生涯适应力对工作敬业和离职意向的影响以及个体环境匹配在其中的中介作用。在367份有效问卷的基础上,通过层次回归分析和结构方程模型检验,结果表明:生涯适应力对工作敬业有显著的正向影响,对离职意向有显著的负向影响;个体环境匹配在生涯适应力与工作敬业之间起到部分中介作用,在生涯适应力与离职意向之间起到完全中介作用;生涯适应力总体上有利于提高员工的工作敬业度,降低员工离职意向。因此,员工生涯资本投资为组织带来了积极的价值,可以为组织保留优秀的员工并使员工对工作更加敬业。Whether cultivating employees＇ career adaptability could create meaningful value and bring positive benefits to organizations and what is the impact mechanism？ There is still no definite answer in both theoretical and practical field. In this study, we investigate the influence of career adaptability on employees＇ work engagement and turnover intention, and also the mediating effects of person-environment fit between them. Based on 367 valid questionnaires, we analyze the data using hierarchical regression analysis and structural equation modelling （SEM） The following conclusions have been drawn： career adaptability has a significant positive effect on work engagement and a significant negative effect on turnover intention; person-environment fit plays an partial intermediary role between the relationship of career adaptability and work engagement while playing an full intermediary role between the relationship of career adaptability and tumover intention; overall, career adaptability enhance employees work engagement while reduces their turnover intention. Therefore, improving employees＇ career adaptability brings great value to organization through retaining excellent employees and motivating them to engage in current work.

关 键 词：生涯适应力 个体环境匹配 工作敬业 离职意向 

分 类 号：F272.92[经济管理—企业管理]