安全的组织氛围会让员工实现职业召唤吗？组织认同与包容性领导的作用  

Does Organizational Psychological Safety Induce Career Calling?——The Effect of Organizational Identity and Inclusive Leadership

作　　者：朱晓妹[1] 黄艳[1] 何勤[1] 杜辉[1] 任晶晶 Zhu Xiaomei;Huang Yan;He Qin;Du Hui;Ren Jingjing(School of Management, Beijing Union University, Beijing 100101)

机构地区：[1]北京联合大学管理学院

出　　处：《中国人力资源开发》2019年第10期32-44,共13页Human Resources Development of China

基　　金：教育部人文社科规划基金项目(16YJA630080);北京联合大学人才强校优选计划项目(BPHR2018BS01);北京市社科基金重大项目(18ZDA09);北京市教委社科项目(SM201811417005);北京市高水平创新团队建设(IDHT20180514)

摘　　要：当前组织中普遍存在着员工内驱力下降、工作意义感缺乏、活力与激情丧失等现象。因此,从组织环境氛围角度出发,探索员工职业召唤的实现过程有着非常重要的理论和现实意义。本研究基于社会认同理论,以585名企业员工作为研究样本,实证检验了组织心理安全氛围对职业召唤的影响机制。研究结果表明,组织心理安全氛围对员工职业召唤有显著正向影响,组织认同起完全中介作用,包容性领导正向调节组织认同与员工职业召唤的关系,并在组织认同的中介过程中起调节作用。At present, there are many phenomena in the organization, such as the decline of employees' internal drive, the lack of employees' sense o f work significance, the loss of employees' vitality and passion, and so on. Therefore, it is of great theoretical and practical significance to explore the realization process of employee career calling from the perspective o f organizational context. Based on the theory of social identity, this study empirically tested the influence mechanism o f organizational psychological security climate on career calling with 585 employees as research samples. The results show that,(1) Organizational psychological safety has significant influence on employee's career calling, and organizational identification plays a full mediating role in this relationship.(2) Inclusive leadership positively moderates the relationship between organizational identification and employee's career calling. Furthermore, the moderation effect o f inclusive leadership between organizational psychological safety and career calling is mediated by organizational identification.

关 键 词：组织心理安全氛围 组织认同 包容性领导 职业召唤 

分 类 号：F272.92[经济管理—企业管理]