挑战性——阻碍性压力源对研发员工主观职涯成功的影响:职业自我效能和组织职涯管理的作用

›› 2018, Vol. 30 ›› Issue (12): 175-186.

• 组织行为与人力资源管理 • 上一篇下一篇

挑战性——阻碍性压力源对研发员工主观职涯成功的影响:职业自我效能和组织职涯管理的作用

于伟¹, 张鹏²

1. 山东财经大学工商管理学院, 济南 250014;
2. 济南大学商学院, 济南 250013

收稿日期:2016-10-13 出版日期:2018-12-28 发布日期:2018-12-21
作者简介:于伟,山东财经大学工商管理学院副教授,博士;张鹏,济南大学商学院副教授,博士。
基金资助:
国家自然科学基金项目（71502093；71673109）；山东省社会科学规划研究项目（17CLYJ25）；山东省高校人文社科项目（J17RA088）。

The Influence of Challenge-hindrance Stressor on High-tech R&D Staffs' Subjective Career Success:Result of Career Self-efficacy and Organizational Career Management

Yu Wei¹, Zhang Peng²

1. Business Administration School, Shandong University of Finance and Economics, Jinan 250014;
2. Business School, University of Jinan, Jinan 250013

Received:2016-10-13 Online:2018-12-28 Published:2018-12-21

摘要/Abstract

摘要：

基于高科技企业的实证研究表明，职业自我效能在研发员工挑战性压力和主观职涯成功之间发挥完全中介效应，在阻碍性压力和主观职涯成功之间发挥部分中介效应。组织职涯管理不仅能够直接提升员工对职业自我效能和主观职涯成功的感知，还能够显著的降低阻碍性压力源的消极影响，并且增强挑战性压力源对研发员工职业自我效能的积极作用。因此组织应识别和分类管理研发员工面临的不同压力，合理设置挑战性压力，减少组织内政治行为、官僚行为以及工作——非工作冲突等消极压力源的影响；重视对研发员工的职业生涯管理，完善对研发员工的职业指导和职业支持体系，面向不同员工设计和实施职涯支持方案；通过宽容失败、个性化支持和无边界学习等强化员工感知来自组织的支持；从而助其职业效能和职业生涯的成长。

关键词: 挑战性&mdash, &mdash, 阻碍性压力源, 主观职涯成功, 职业自我效能, 组织职涯管理

Abstract:

The perceived pressure has important effect on the staffs' mind and behavior, but the "black box" still needs to be further clarified. Staffs' perceived pressure can be analyzed from two dimensions:challenge and hindrance. Empirical study based on high-tech R&D staff shows that challenge stressor has complete mediating effect between career self-efficacy and subjective career success, and hindrance stressor has partial mediating effect between career self-efficacy and subjective career success. Organizational career management can directly enhance staffs' career self-efficacy and subjective career success, reduce negative effects from hindrance stressor, but also could enhance the effect of challenge stressor on R&D staffs' career self-efficacy. Therefore, high-tech organizations should identify the different stressors, set challenge stressor reasonably, in particular, reduce the influence of negative pressure sources such as the political behavior, bureaucratic behavior, and work-family conflicts, emphasis on R&D staffs' career management, improve R&D Staffs' occupation guidance and support system, design and implementation of career support scheme for different career, strengthen their perceived support from the organization by failure tolerance, personalized support and non boundary learning to enhance their career efficacy and career development.

Key words: challenge-hindrance stressor, subjective career success, career self-efficacy, organizational career management

于伟, 张鹏. 挑战性——阻碍性压力源对研发员工主观职涯成功的影响:职业自我效能和组织职涯管理的作用[J]. , 2018, 30(12): 175-186.

Yu Wei, Zhang Peng. The Influence of Challenge-hindrance Stressor on High-tech R&D Staffs' Subjective Career Success:Result of Career Self-efficacy and Organizational Career Management[J]. , 2018, 30(12): 175-186.

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挑战性——阻碍性压力源对研发员工主观职涯成功的影响:职业自我效能和组织职涯管理的作用

The Influence of Challenge-hindrance Stressor on High-tech R&D Staffs' Subjective Career Success:Result of Career Self-efficacy and Organizational Career Management

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