管理评论

管理评论 ›› 2026, Vol. 38 ›› Issue (1): 143-152.

• 组织行为与人力资源管理 • 上一篇    

初心如磐，使命在肩：技能人才职业使命感的内容结构及对创造力的影响

周晓雪1,2, 于震3, 谢宝国4,5, 韩彦芳6   

  1. 1. 北京交通大学国家交通发展研究院, 北京 100044;
    2. 国家高端智库可持续交通创新中心, 北京 100044;
    3. 北京交通大学经济管理学院, 北京 100044;
    4. 武汉理工大学管理学院, 武汉 430070;
    5. 武汉理工大学数字治理与管理决策创新研究院, 武汉 430070;
    6. 北京劳动保障职业学院学生工作部, 北京 100029
  • 收稿日期:2024-09-23 发布日期:2026-02-10
  • 作者简介:周晓雪,北京交通大学国家交通发展研究院副研究员,博士;于震,北京交通大学经济管理学院博士研究生;谢宝国(通讯作者),武汉理工大学管理学院教授,博士;韩彦芳,北京劳动保障职业学院学生工作部讲师,博士研究生。
  • 基金资助:
    教育部人文社会科学基金项目(22YJA630123); 国家自然科学基金面上项目(72272117)

Keeping the Original Aspiration and Founding Mission in Mind: The Content Structure of Occupational Calling of Skilled Talents and Its Impact on Creativity

Zhou Xiaoxue1,2, Yu Zhen3, Xie Baoguo4,5, Han Yanfang6   

  1. 1. National Institute of Transportation Department, Beijing Jiaotong University, Beijing 100044;
    2. Sustainable Transportation Innovation Center, National High-level Think Tank, Beijing 100044;
    3. School of Economics and Management, Beijing Jiaotong University, Beijing 100044;
    4. School of Management, Wuhan University of Technology, Wuhan 430070;
    5. Research Institute of Digital Governance and Management Decision Innovation, Wuhan University of Technology, Wuhan 430070;
    6. Student Affairs Department, Beijing Vocational College of Labour and Social Security, Beijing 100029
  • Received:2024-09-23 Published:2026-02-10

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摘要： 当前以创新为驱动力的新质生产力发展对技能人才的创造力提出了更高的要求。职业使命感是个体内驱力的重要源泉，对于维持和激发技能人才的创造力具有重要作用。本文首先通过文献研究、探索性因子分析和验证性因子分析，构建了涵盖职业坚守、利他贡献、导向力、精益求精、意义与价值5个维度的技能人才职业使命感内容结构模型，并开发出技能人才职业使命感量表，为后续实证检验提供了测量工具。然后，采用分时点发放问卷的方式，收集到375份有效数据，采用结构方程模型探讨了技能人才职业使命感对其创造力的作用机制。结果显示：①职业使命感正向影响技能人才的心理所有权；②心理所有权正向影响技能人才的创造力；③心理所有权中介了职业使命感与技能人才创造力之间的关系；④个人-组织匹配增强了职业使命感通过心理所有权影响技能人才创造力的中介效应。最后，对本研究的理论启示、实践意义和研究局限进行了讨论。

关键词: 技能人才, 职业使命感, 创造力, 心理所有权, 个人-组织匹配

Abstract: Driven by innovation, the current development of new quality productive forces places higher demands on the creativity of skilled talents. Occupational calling, serving as a crucial source of intrinsic motivation, significantly influences the creativity of these talents. Therefore, this study constructs a content structure model of occupational calling of skilled talents, encompassing five dimensions: professional adherence, altruistic contribution, guidance force, pursuit of excellence, and meaning and value. The model is developed through literature review, exploratory factor analysis, and confirmatory factor analysis, leading to a new measurement tool for empirical testing. A longitudinal survey with 380 skilled employees is conducted, utilizing structural equation modeling to examine how occupational calling influences creativity of skilled talents. Results show that:(1) occupational calling is positively related to psychological ownership of skilled talents;(2) psychological ownership is positively related to the creativity of skilled talents;(3) psychological ownership mediates the relationship between occupational calling and creativity of skilled talents;(4) person-organization fit amplifies the mediating role of psychological ownership in the relationship between occupational calling on creativity of skilled talents. In the end, theoretical implications, practical significance, and limitations are discussed.

Key words: skilled talents, occupational calling, creativity, psychological ownership, person-environment fit