重大工程项目情境下使命感形成机制研究  

Research on Developing Mechanism of Callingg in the Context of Megaproject

作　　者：刘炳胜[1,2] 王琦 郑贺民 陈媛 李灵[1] LIU Bingsheng;WANG Qi;ZHENG Hemin;CHEN Yuan;LI Ling(College of Management and Economics,Tianjin University,Tianjin 300072,China;School of Economics and Management,Hebei University of Technology,Tianjin 300131,China;China Railway Design Corporation,Tianjin 300308,China)

机构地区：[1]天津大学管理与经济学部,天津300072 [2]河北工业大学经济管理学院,天津300131 [3]中国铁路设计集团有限公司,天津300308

出　　处：《工程管理科技前沿》2024年第1期20-29,共10页Frontiers of Science and Technology of Engineering Management

基　　金：国家自然科学基金资助项目(72271170);国家自然科学基金重点资助项目(72134002);国家自然科学基金青年资助项目(72002152)。

摘　　要：本文基于社会认同理论,结合重大工程项目情境因素,构建形成使命感的双路径机制。采用2时点的问卷调查方法,收集来自61位团队领导和303位员工的实证数据,结果表明:(1)当团队任务复杂性高时,团队认知多样性对独特感具有正向影响;当团队任务复杂性低时,团队认知多样性与独特感无显著关系。(2)环境不确定性在团队成员交换与归属感之间起正向调节作用,即环境不确定性越高,越会促进团队成员交换对归属感的正向影响。(3)独特感与归属感正向影响使命感,且在重大工程项目情境下,归属感比独特感的影响作用更强。(4)环境不确定性调节团队成员交换通过归属感影响使命感的中介路径。研究结果能够启发管理者如何在复杂多变的重大工程情境下有效地激发员工的使命感。Calling has become an important emerging topic of study in vocational psychology and organizational behavior.It refers to a deep sense of purpose and meaningfulness in work,demonstrating associations with numerous positive outcomes for both individuals and organizations.Understanding the process through which individuals clarify and develop a calling is critical yet challenging due to its inherently subjective and uniquely personal nature.As such,much of the existing research on calling is focused on individual level.However,the construction of meaning in one's work cannot escape the influence of others in the groups.As a result,the current body of literatures on calling have relatively litle understanding about how groups contribute to shape individual callings.Thus,it is necessary to explore the developing mechanism of calling from group perspective and to explain the transformation mechanism of calling between individual andgrouplevels.Drawing on social identity theory and considering the contextual factors of megaproject,this study constructs a dualpath developing mechanism of calling in the context of megaproject.Specifically,we reason that team cognitive diversity and team task complexity interact to influence employees'sense of uniqueness.Additionally,we identify that team member exchange and environmental uncertainty jointly affect employees'sense of belonging.Furthermore,these interactive forces,by influencing sense of uniqueness and sense of belonging,would be differentially related to calling.To empirically test our proposed moderated mediation model,we conduct a field study,collaborating with the principal of China Railway Design Corporation for data collection.We obtain access to 70 work groups,with 70 group leaders and 415 members.To avoid common method biases,this study uses multisource,multilevel and longitudinal data.At time 1,employees provide information on demographic,control variables,team member exchange,and team cognitive diversity.Meanwhile,leaders report on environmental uncertainty and t

关 键 词：使命感 社会认同 重大工程项目 认知多样性 团队成员交换 

分 类 号：F272.9[经济管理—企业管理]