企业员工无边界职业生涯态度对主观职业成功的影响研究——基于职业承诺的中介作用  

Influence of Boundless Career Attitude of Enterprise Employees on Subjective Career Success-Based on Mediating Eff ect of Career Commitment

作　　者：邓淳耀 张蓝之 李铁宁[1] Deng Chunyao;Zhang Lanzhi;Li Tiening

机构地区：[1]长沙理工大学经济与管理学院

出　　处：《中国人事科学》2024年第12期83-92,共10页Chinese Personnel Science

摘　　要：随着经济的全球化、技术的快速迭代和市场竞争的加剧,员工工作环境稳定性被打破,组织在提供安全、稳定的雇佣关系和职业发展平台方面变得越发艰难。而无边界职业生涯具有高度的灵活性,员工具备无边界职业生涯态度,有助于主动适应变化的工作环境。文章将无边界职业生涯态度分为无边界思维模式和组织流动性偏好两个维度,并通过实证研究检验了无边界职业生涯态度通过职业承诺的中介作用对主观职业成功两个维度变量的影响。结果表明:无边界思维模式与主观职业成功呈正相关;职业承诺对无边界思维模式与主观职业成功之间的关系起部分中介作用;职业承诺对组织流动性偏好与主观职业成功之间的关系起完全中介作用。With the globalization of economy,the rapid iteration of technology and the intensification of market competition,the stability of employees'working environment has been disrupted,making it increasingly difficult for organizations to provide safe and stable employment and career development platforms.Boundaryless career has a high flexibility,and employees with boundaryless career attitudes can actively adapt to changing work environment.This paper divides boundaryless career attitudes into two dimensions:boundaryless thinking pattern and organizational mobility preference,and empirically tests the influence of boundless career attitudes on variables in two dimensions of subjective career success through the mediating effect of career commitment.The results show that the boundaryless thinking pattern is positively correlated with subjective career success;career commitment has a partially mediating effect on the relationship between boundaryless thinking patterns and subjective career success;career commitment has a fully mediating effect on the relationship between organizational mobility preferences and subjective career success.

关 键 词：人力资源管理 无边界职业生涯态度 职业承诺 主观职业成功 

分 类 号：C93[经济管理—管理学]