职业冲击的新分类及不同理论视角下的影响效应  

A new categorization of career shocks and their effects basedon different theoretical explanations

作　　者：张莹 张剑[2] 张静雅 巩振兴[3] ZHANG Ying;ZHANG Jian;ZHANG Jingya;GONG Zhenxing(School of Economics and Management,China University of Geosciences Beijing,Beijing 100083,China;School of Economics and Management,University of Science and Technology Beijing,Beijing 100083,China;School of Business,Liaocheng University,Liaocheng 252000,China)

机构地区：[1]中国地质大学(北京)经济管理学院,北京100083 [2]北京科技大学经济管理学院,北京100083 [3]聊城大学商学院,山东聊城252000

出　　处：《心理科学进展》2023年第5期854-865,共12页Advances in Psychological Science

基　　金：国家自然科学基金项目(72041018,71771022);北京市自然科学基金项目(9202010)。

摘　　要：已有研究大多以职业冲击的影响结果为划分依据,将其区分为正面职业冲击(意外加薪等)和负面职业冲击(意外失业等)。然而,由于忽略了个体认知差异或时间等因素,这种分类方式有失偏颇。基于压力认知评价理论,对职业冲击提出新的分类方式——挑战性和阻碍性职业冲击;并依据所提出的新分类方式,基于压力认知评价理论、工作要求−资源模型、情感事件理论和事件系统理论,提出了基于多视角的职业冲击作用机制整合模型。Most previous studies agree that career shocks can be either positively(receiving an unexpected award)or negatively(unexpectedly losing one’s job)valenced.However,due to individual differences in the cognition of events or time factors,this categorization may have some shortcomings.Based on the transactional model of stress and coping,the present study proposes a new classification of career shocks,namely,challenging and hindering career shocks,and further explores the mechanism underlying the impacts of career shocks on individual behaviour based on the transactional model of stress and coping,the job demands-resources model,affective event theory,and event system theory;finally,the paper clarifies when and why career shocks have positive or negative impacts on employees.

关 键 词：职业冲击 认知评价 动机倾向 情感反应 事件属性 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]