| 题名 | 互联网企业研发人员心理资本与职业成功的关系：有调节的中介模型 |
| 作者 | 李雪梅 |
| 答辩日期 | 2021-01 |
| 文献子类 | 硕士 |
| 授予单位 | 中国科学院心理研究所 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 陈毅文 |
| 关键词 | 心理资本 职业承诺 个人-组织匹配 职业成功 研发人员 |
| 学位名称 | 理学硕士（同等学力硕士） |
| 其他题名 | Relationship between psychological capital and career success of research and development personnel of internet enterprises: A moderated mediating model |
| 学位专业 | 应用心理学 |
| 中文摘要 | Career success is the most important factor in the realization of individual career goals and reflects the individual participation in organizations, which attracts more and more attention from researchers. The increase of career dynamics makes the development and application of different career resources crucial for successful career development. The purpose of this study is to explore the joint effects of individual resources, occupational adaptability and interaction between individuals and environment on subjective and objective career success of research and development personnel of internet enterprises.With the rapid development of internet technology, the competition of human resources in this field is reflected as the advantage of global economic competition. Human capital and social capital are popular in theory, research and practice, but so far, positive psychological capital has been ignored by researchers and practitioners. In fact, by getting rid of the focus on individual weaknesses and focusing on their strengths, and by cultivating employees' positive psychological qualities such as self-efficacy, hope, optimism and resilience, it is conducive to improve individual career success experience and organizational performance. Employees' positive psychological capital resources can promote the satisfaction of individual autonomy, ability and relationship needs, further help employees overcome difficulties and challenges, obtain positive career commitment, and thus have a positive impact on career success. Person-organization fit refers to the consistency and compatibility between individuals and organizations in values, cultural personality, strategic needs, goals and other aspects. When employees are in line with the values and cultural personalities of the enterprise, they can better understand and identify with the strategic goals of the enterprise, associate their career ideals with the goals of the organization, and make efforts to achieve the goals without care. Therefore, this study intends to investigate the impact of psychological capital on career success of researchers in internet enterprises, the mediating effect of career commitment on their relationship and the moderating effect of person-organization fit on the mediating model.To explore the influence of Internet enterprise R&D staff’s psychological capital on career success and its internal mechanism, the psychological capital scale, career commitment scale, person-organization fit scale and career success scale was adopted, data from 288 researchers at Internet companies were included in the analysis. The process plug-in in SPSS macro compiled by Hayes (2012) was used to verify the moderated mediation model.The results are as follows:1、Psychological capital, career commitment, person-organization fit, total scores and each dimension of career success were significantly positively correlated with each other.2、Psychological capital significantly positively predicts objective and subjective career success, and the prediction effect of both can be realized through the mediating effect of career commitment.3、In the second half of the mediated path between psychological capital and subjective career success, career commitment is regulated by person-organization fit. Compared with individuals with a low level of person-organization fit, individuals with a high level of person-organization fit have a stronger mediating effect on the relationship between psychological capital and subjective career success. However, person-organization fit could not regulate the role of individual career commitment in predicting objective career success by psychological capital.In conclusion, this study complements and improves relevant studies in the context of China by exploring the synergistic effect of individual and environmental resources on career success of R&D personnel. In addition, this study also provides a new perspective and useful advice on how to promote the career commitment of Internet researchers and further improve their career success. |
| 英文摘要 | 职业成功是个体职业目标实现，体现个体组织参与度的最重要因素，近年来越来越受到研究者的关注。职业动态的增加使得不同职业资源的开发和应用对于成功的职业发展至关重要。本研究旨在探讨互联网研发人员的心理资本、职业承诺和个人-组织匹配对主观和客观职业成功的共同作用。互联网技术迅速发展壮大，该领域的人才竞争也日趋激烈。人力资本和社会资本在理论、研究和实践中都受到追捧，然而迄今为止，积极心理资本实际上一直被研究者和实践者们所忽视。员工积极的心理资本资源能够促进个体自主、能力和关系需要的满足，进一步帮助员工克服困难和挑战，获得积极职业承诺，从而对职业成功产生积极影响。个人-组织匹配是个人与组织在价值观、文化追求、目标等方面保持一致和兼容。当员工能更好的理解认同企业的战略目标，并将自己职业理想与组织的目标联系起来，会不做计较的付出努力以实现目标。因此，本研究拟考察互联网企业研发人员的心理资本分别对主观职业成功和客观职业成功的影响及其作用机制，即“如何影响”及“何时影响”的问题。为探讨互联网企业研发人员心理资本对职业成功的影响及其内部作用机制，研究采用心理资本量表、职业承诺量表、个人-组织匹配量表以及职业成功量表对288名互联网企业的研发人员进行调查研究，SPSS宏中的process插件被用来检验有调节的中介模型。研究结果如下：1、心理资本、职业承诺、个人-组织匹配和职业成功总分及其各维度两两均呈显著正相关关系。2、心理资本显著正向预测客观与主观职业成功，且两者的预测作用都可以通过职业承诺的中介作用实现。3、职业承诺在心理资本与主观职业成功的中介路径的后半段受到个人-组织匹配的调节，相对于个人-组织匹配水平较低的个体，高个人-组织匹配水平的个体的职业承诺在心理资本对主观职业成功预测关系中的中介效应更强。然而，个人-组织匹配不能调节个体的职业承诺在心理资本对客观职业成功的预测作用。本研究通过探讨个体资源与环境资源对研发人员职业成功的协同作用，补充和完善了中国背景下的相关研究。此外，本研究也为如何促进互联网研发人员的职业承诺，进一步提升研发人员的职业成功提供了新的视角和有益建议。 |
| 语种 | 中文 |
| 内容类型 | 学位论文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/41628]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 李雪梅. 互联网企业研发人员心理资本与职业成功的关系：有调节的中介模型[D]. 中国科学院心理研究所. 中国科学院心理研究所. 2021. |
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