组织职业生涯管理与员工职业成长：基于匹配理论的研究
7478 
0
外国经济与管理 2015 年 第 37 卷第 08 期, 页码：
摘要
参考文献
摘要
本文借助人与环境匹配理论、组织支持理论和工作动机理论，阐明了组织职业生涯管理（职业指导、职业支持）通过PO（人与组织的价值观）匹配和PJ（人与岗位的能力要求）匹配促进员工职业成长的机制。本研究采取三波次时跨一年的问卷调查，收集了364个有效研究样本。实证研究发现：职业指导和职业支持均对PO匹配和PJ匹配具有显著正向影响；PO匹配和PJ匹配对职业成长的三个维度（职业目标进展、职业能力发展、组织回报增长）均具有显著正向影响，且在职业生涯管理与职业成长的关系中起显著中介作用；在控制匹配的作用后，职业指导仍对职业目标进展有直接的正向影响，职业支持对职业能力发展、组织回报增长也具有直接的正向影响。
［1］Allen T D，Eby L T，Poteet M L，Lentz E and Lima L.Career benefits associated with mentoring for proteges：A metaanalysis［J］.Journal of Applied Psychology，2004，89(1)：127-136.
［2］Bertolino M，Truxillo D M and Fraccaroli F.Age as moderator of the relationship of proactive personality with training motivation，perceived career development from training，and training behavioral intentions［J］.Journal of Organizational Behavior，2011，32(2)：248-263.
［3］Bretz Jr.R D and Judge T A.Personorganization fit and the theory of work adjustment：Implications for satisfaction，tenure，and career success［J］.Journal of Vocational Behavior，1994，44(1)：32-54.
［4］Cable D M and Judge T A.Personorganization fit，job choice decisions，and organizational entry［J］.Organizational Behavior and Human Decision Processes，1996，67(3)：294-311.
［5］Cable D M and Judge T A.Interviewers’ perceptions of personorganization fit and organizational selection decisions［J］.Journal of Applied Psychology，1997，82(4)：546-581.
［6］Cable D M and De Rue D S.The convergent and discriminant validity of subjective fit perceptions［J］.Journal of Applied Psychology，2002，87(5)：875-895.
［7］De Goede M E E，Van Vianen A E M and Klehe U C.A tailored policycapturing study on PO fit perceptions：The ascendancy of attractive over aversive fit［J］.International Journal of Selection and Assessment，2013，21(1)：85-98.
［8］Dekker R，De Grip A and Heijke H.The effects of training and overeducation on career mobility in a segmented labour market［J］.International Journal of Manpower，2002，23(2)：106-125.
［9］Granrose C S and Portwood J D.Matching individual career plans and organizational career management［J］.Academy of Management Journal，1987，30(4)：699-720.
［10］Iles P and Mabey C.Managerial career development programs：Effectiveness，availability and acceptability［J］.British Journal of Management，1993，4(2)：103-118.
［11］Kristof A L.Personorganization fit：An integrative review of its conceptualizations，measurement，and implications［J］.Personnel Psychology，1996，49(1)：1-49.
［12］KristofBrown A L，Zimmerman R D and Johnson E C.Consequences of individuals’ fit at work：A metaanalysis of personjob，personorganization，persongroup，and personsupervisor fit［J］.Personnel Psychology，2005，58(2)：281-342.
［13］Lewin K.Field theory in social science：Selected theoretical papers［M］.London：Tavistock，1952.
［14］Locke E A and Latham G P.A theory of goal setting & task performance［M］.Englewood Cliffs，NJ：PrenticeHall，Inc.，1990.
［15］Oh I S，Guay R P，Kim K，et al.Fit happens globally：A metaanalytic comparison of the relationships of personenvironment fit dimensions with work attitudes and performance across East Asia，Europe and North America［J］.Personnel Psychology，2014，67(1)：99-152.
［16］Organ D W.A reappraisal and reinterpretation of the satisfactioncausesperformance hypothesis［J］.Academy of Management Review，1977，2(1)：46-53.
［17］Pan W，Sun L Y and Chow I H S.The impact of supervisory mentoring on personal learning and career outcomes：The dual moderating effect of selfefficacy［J］.Journal of Vocational Behavior，2011，78(2)：264-273.
［18］Pazy A.Joint responsibility：The relationships between organizational and individual career management and the effectiveness of careers［J］.Group & Organization Management，1988，13(3)：311-331.
［19］Preacher K J and Hayes A F.Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models［J］.Behavior Research Methods，2008，40(3)：879-891.
［20］Schneider B.The people make the place［J］.Personnel Psychology，1987，40(3)：437-453.
［21］Sturges J，Guest D，Conway N and Davey K M.A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work［J］.Journal of Organizational Behavior，2002，23(6)：731-748.
［22］Tharenou P.Explanations of managerial career advancement［J］.Australian Psychologist，1997，32(1)：19-28.
［23］Wang Q，Weng Q X，McElroy J M，Ashkanasy N M and Lievens F.Organizational career growth and subsequent voice behavior：The role of affective commitment and gender［J］.Journal of Vocational Behavior，2014，84(3)：431-441.
［24］Weng Q and McElroy J C.Vocational selfconcept crystallization as a mediator of the relationship between career selfmanagement and job decision effectiveness［J］.Journal of Vocational Behavior，2010，76(2)：234-243.
［25］Weng Q，McElroy J C，Morrow P C and Liu R Z.The relationship between career growth and organizational commitment［J］.Journal of Vocational Behavior，2010，77(3)：391-400.
［26］Weng Q and McElroy J C.Organizational career growth，affective occupational commitment and turnover intentions［J］.Journal of Vocational Behavior，2012，80(2)：256-265.
［27］龙立荣.职业生涯管理的结构及其关系研究［M］.武汉：华中师范大学出版社，2002.
［28］翁清雄，席酉民.职业成长理论研究简评［J］.预测，2010，33(6)：1-7.
［29］翁清雄.自我职业生涯管理对职业决策质量的作用机制［J］.管理评论，2010，22(1)：82-93.
［30］翁清雄，席酉民.企业员工职业成长研究：量表编制和效度检验［J］.管理评论，2011，23(10)：132-143.
［2］Bertolino M，Truxillo D M and Fraccaroli F.Age as moderator of the relationship of proactive personality with training motivation，perceived career development from training，and training behavioral intentions［J］.Journal of Organizational Behavior，2011，32(2)：248-263.
［3］Bretz Jr.R D and Judge T A.Personorganization fit and the theory of work adjustment：Implications for satisfaction，tenure，and career success［J］.Journal of Vocational Behavior，1994，44(1)：32-54.
［4］Cable D M and Judge T A.Personorganization fit，job choice decisions，and organizational entry［J］.Organizational Behavior and Human Decision Processes，1996，67(3)：294-311.
［5］Cable D M and Judge T A.Interviewers’ perceptions of personorganization fit and organizational selection decisions［J］.Journal of Applied Psychology，1997，82(4)：546-581.
［6］Cable D M and De Rue D S.The convergent and discriminant validity of subjective fit perceptions［J］.Journal of Applied Psychology，2002，87(5)：875-895.
［7］De Goede M E E，Van Vianen A E M and Klehe U C.A tailored policycapturing study on PO fit perceptions：The ascendancy of attractive over aversive fit［J］.International Journal of Selection and Assessment，2013，21(1)：85-98.
［8］Dekker R，De Grip A and Heijke H.The effects of training and overeducation on career mobility in a segmented labour market［J］.International Journal of Manpower，2002，23(2)：106-125.
［9］Granrose C S and Portwood J D.Matching individual career plans and organizational career management［J］.Academy of Management Journal，1987，30(4)：699-720.
［10］Iles P and Mabey C.Managerial career development programs：Effectiveness，availability and acceptability［J］.British Journal of Management，1993，4(2)：103-118.
［11］Kristof A L.Personorganization fit：An integrative review of its conceptualizations，measurement，and implications［J］.Personnel Psychology，1996，49(1)：1-49.
［12］KristofBrown A L，Zimmerman R D and Johnson E C.Consequences of individuals’ fit at work：A metaanalysis of personjob，personorganization，persongroup，and personsupervisor fit［J］.Personnel Psychology，2005，58(2)：281-342.
［13］Lewin K.Field theory in social science：Selected theoretical papers［M］.London：Tavistock，1952.
［14］Locke E A and Latham G P.A theory of goal setting & task performance［M］.Englewood Cliffs，NJ：PrenticeHall，Inc.，1990.
［15］Oh I S，Guay R P，Kim K，et al.Fit happens globally：A metaanalytic comparison of the relationships of personenvironment fit dimensions with work attitudes and performance across East Asia，Europe and North America［J］.Personnel Psychology，2014，67(1)：99-152.
［16］Organ D W.A reappraisal and reinterpretation of the satisfactioncausesperformance hypothesis［J］.Academy of Management Review，1977，2(1)：46-53.
［17］Pan W，Sun L Y and Chow I H S.The impact of supervisory mentoring on personal learning and career outcomes：The dual moderating effect of selfefficacy［J］.Journal of Vocational Behavior，2011，78(2)：264-273.
［18］Pazy A.Joint responsibility：The relationships between organizational and individual career management and the effectiveness of careers［J］.Group & Organization Management，1988，13(3)：311-331.
［19］Preacher K J and Hayes A F.Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models［J］.Behavior Research Methods，2008，40(3)：879-891.
［20］Schneider B.The people make the place［J］.Personnel Psychology，1987，40(3)：437-453.
［21］Sturges J，Guest D，Conway N and Davey K M.A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work［J］.Journal of Organizational Behavior，2002，23(6)：731-748.
［22］Tharenou P.Explanations of managerial career advancement［J］.Australian Psychologist，1997，32(1)：19-28.
［23］Wang Q，Weng Q X，McElroy J M，Ashkanasy N M and Lievens F.Organizational career growth and subsequent voice behavior：The role of affective commitment and gender［J］.Journal of Vocational Behavior，2014，84(3)：431-441.
［24］Weng Q and McElroy J C.Vocational selfconcept crystallization as a mediator of the relationship between career selfmanagement and job decision effectiveness［J］.Journal of Vocational Behavior，2010，76(2)：234-243.
［25］Weng Q，McElroy J C，Morrow P C and Liu R Z.The relationship between career growth and organizational commitment［J］.Journal of Vocational Behavior，2010，77(3)：391-400.
［26］Weng Q and McElroy J C.Organizational career growth，affective occupational commitment and turnover intentions［J］.Journal of Vocational Behavior，2012，80(2)：256-265.
［27］龙立荣.职业生涯管理的结构及其关系研究［M］.武汉：华中师范大学出版社，2002.
［28］翁清雄，席酉民.职业成长理论研究简评［J］.预测，2010，33(6)：1-7.
［29］翁清雄.自我职业生涯管理对职业决策质量的作用机制［J］.管理评论，2010，22(1)：82-93.
［30］翁清雄，席酉民.企业员工职业成长研究：量表编制和效度检验［J］.管理评论，2011，23(10)：132-143.
引用本文
翁清雄, 卞泽娟. 组织职业生涯管理与员工职业成长：基于匹配理论的研究[J]. 外国经济与管理, 2015, 37(8): 0.
导出参考文献，格式为：
下一篇：差异化变革型领导研究述评与展望
