心理资本对企业员工职业成功的影响：职业承诺的中介效应

采用问卷调查法,以265名企业员工为调查对象,在控制被试的人力资本及人口统计学变量之后,使用结构方程模型分析员工心理资本与职业承诺、职业成功的关系。结果发现：（1）心理资本对员工的职业承诺、职业成功有显著地预测作用;（2）职业承诺在心理资本与员工客观职业成功之间起部分中介作用;（3）职业承诺在心理资本与员工主观职业成功之间起完全中介作用。     

小学教师心理资本与主观幸福感的关系：职业压力的中介作用

抽取北京市8所小学495名小学教师为被试,采用问卷调查的方法收集数据,对小学教师心理资本现状进行描述,并使用结构方程模型探讨小学教师心理资本与主观幸福感之间的关系,以及职业压力在二者关系间的中介作用。结果表明,小学教师心理资本水平普遍较高,男性教师的效能维度得分显著高于女性教师,低教龄教师的韧性维度得分显著低于高教龄教师;小学教师的心理资本与主观幸福感间存在显著正相关关系,心理资本与职业压力、职业压力与主观幸福感之间存在显著负相关关系;职业压力在心理资本与主观幸福感之间起部分中介作用。     

工作压力与工作倦怠关系中心理资本作用的路径模型

采用工作压力源量表、主观负荷问卷、工作倦怠量表以及积极心理资本问卷对天津市某企业的231名员工进行了调查,采用回归分析和结构方程建模等方法考察了工作压力和工作倦怠的关系及心理资本的中介作用。研究发现:(1)工作压力源和主观负荷对工作倦怠均有显著的正向预测作用,其中主观负荷对工作倦怠的预测力更高;(2)工作压力源和主观负荷与工作倦怠中情绪衰竭和消极疏离的相关较高,但与低成就感几乎没有相关性;(3)心理资本对工作倦怠及其各维度有显著的负向预测作用;(4)心理资本在工作压力和工作倦怠之间起中介作用,工作压力和心理资本能够解释工作倦怠76%的变异。     

心理资本对大学生职业决策困难的影响:有调节的中介模型

本研究提出一个有调节的中介模型,揭示了心理资本"怎样"影响大学生职业决策困难及这种影响在不同个体中是否存在差异。采用心理资本量表、职业决策自我效能感量表、社会技能量表和职业决策困难量表对730名大学生进行研究。研究显示：（1）职业决策自我效能感部分中介了心理资本与大学生职业决策困难的关系;（2）社会技能调节了心理资本通过职业决策自我效能感影响大学生职业决策困难的中介过程的前半路径和后半路径。研究结论对促进大学生成功就业具有重要的理论与实证价值。     

心理资本与工作绩效的关系:基于本土心理资本理论的视角

采用问卷调查法,以445名企业员工和MBA学员为调查对象,考察了本土心理资本与适应性绩效的关系。结果表明:(1)本土心理资本对任务绩效和周边绩效均有显著的预测作用;其中事务型心理资本对任务绩效的预测作用较强;而人际型心理资本对周边绩效的预测作用较强。(2)本土心理资本对适应性绩效有显著的正向预测作用;其中事务型心理资本主要影响了压力与应急管理、创新问题解决、岗位持续学习等维度,而人际型心理资本则主要影响了人际与文化适应和岗位持续学习等维度。(3)适应性绩效在事务型和人际型心理资本与周边绩效间起部分中介作用,在事务型心理资本与任务绩效间也起部分中介作用。(4)在控制事务型心理资本的前提下,人际型心理资本对适应性绩效和周边绩效仍有显著的预测作用,显示人际型心理资本的构念具备实证效度。     

志愿者心理资本与利他行为:角色认同的中介

运用心理资本量表、志愿者角色认同重要性问卷和利他行为量表,对231名志愿者进行调查,考察心理资本和利他行为之间的关系,以及志愿者角色认同在其中的中介作用。结果表明:(1)志愿者的心理资本显著正向预测志愿者角色认同和利他行为,志愿者角色认同显著正向预测利他行为;(2)志愿者角色认同在心理资本和利他行为之间起部分中介作用。因此,心理资本既能直接影响利他行为,也通过志愿者角色认同间接影响利他行为。     

关系流动性、拒绝敏感性与主观幸福感的关系

为了从社会生态学的视角探讨预测主观幸福感的相关因素、考察拒绝敏感性在其中的中介作用、揭示高关系流动的社会环境对心理健康可能的积极作用,以生活满意度和心理幸福感等为测量工具,对成人进行了研究。研究结果显示:关系流动性可显著正向预测主观幸福感; 拒绝敏感性在关系流动性与主观幸福感之间起中介作用。研究结果表明,高关系流动性能预测个体的低拒绝敏感性,进而预测更高的主观幸福感。     

心理资本在工作压力源和压力反应问的作用：调节还是中介？

谊研宛采用工作压力源量表、压力反应量表以及积极心理资本问卷对天津市某企业230名员工进行了调查。分析了心理资本与工作压力源和压力反应的关系及其作用机制。结果发现：（1）工作压力源对压力反应有显著的正向预洲作用;（2）心理资本对压力反应有显著的负向预测作用;（3）心理资本在工作压力源与压力反应之间起部分中介作用而不是调节作用,其中中介效应占总效应的比例为16％;（4）心理资本在各种工作压力源与压力反应问均起到中介作用,中介效应和直接效应的比值介于17．4％-26．1％之间。     

人力资本、社会资本对城市农民工就业的影响--来自长沙市的一项实证研究

人力资本、社会资本与城市农民工就业有一定的关联性。对长沙市的实证研究表明城市农民工的先赋因素对其职业声望的影响有限,相反,自致因素的作用十分显著,突出表现在工作经历和职业技能的积极影响上;原始社会资本(强关系)更多地与城市农民工的生活满意度相关,而新型社会资本(弱关系)则更多地与其职业声望相关。从人力资本和社会资本对城市农民工就业的影响来看,要有效地解决城市农民工的就业问题,就必须高度重视城市农民工的职业技能培训,认真构建城乡统一的劳动力市场,积极营造良好的城市农民工就业环境,努力完善城市农民工的社会保障体系,大力加强非政府组织建设。     

幼儿教师心理资本、职业压力与工作绩效:应对方式的中介作用

为探索幼儿教师心理资本、职业压力和应对方式对工作绩效的影响,选取成渝两地幼儿教师共328名,用教师心理资本问卷(TPCQ)、幼儿教师工作压力源问卷(KTOSQ)、简易应对方式量表(SSWC)、教师工作绩效量表(TJPS)进行调查。结果表明:(1)控制学校性质、每月收入、教师教龄和年龄影响后,幼儿教师心理资本对工作绩效有显著积极影响,职业压力对工作绩效有显著消极影响。(2)幼儿教师积极应对部分中介心理资本对工作绩效的影响,消极应对部分中介职业压力对工作绩效的影响。以上研究结果对保护和提升幼儿教师工作绩效具有重要价值。     

PREDICTORS OF OBJECTIVE AND SUBJECTIVE CAREER SUCCESS: A META-ANALYSIS

Using the contest- and sponsored-mobility perspectives as theoretical guides, this meta-analysis reviewed 4 categories of predictors of objective and subjective career success: human capital, organizational sponsorship, sociodemographic status, and stable individual differences. Salary level and promotion served as dependent measures of objective career success, and subjective career success was represented by career satisfaction. Results demonstrated that both objective and subjective career success were related to a wide range of predictors. As a group, human capital and sociodemographic predictors generally displayed stronger relationships with objective career success, and organizational sponsorship and stable individual differences were generally more strongly related to subjective career success. Gender and time (date of the study) moderated several of the relationships examined.     

Faut-il investir dans le capital psychologique pour réussir sa carrière ?

Today, to succeed in his professional career, the individual must acquire new career competencies. If the literature shows that the employee must develop his human capital (knowing-how) as well as his social capital (knowing-whom), a new form of capital is now receiving more and more attention. This research aims to examine the impact of psychological capital on career success. We opted for a quantitative approach applied to 235 Tunisian employees. Structural equations analyses with the partial least squares approach (PLS) allowed us to confirm the determining role of psychological capital in both objective and subjective success. Furthermore, the results indicate that the relationship between psychological capital and subjective career success is partially mediated by objective career success. In addition, the effect of psychological capital on objective success appears to be greater for men than for women.     

A model of career success: A longitudinal study of emergency physicians

Objective and subjective career success were hypothesized to mediate the relationships between sociodemographic variables, human capital indices, individual difference variables, and organizational sponsorship as inputs and a retirement decision and intentions to leave either the specialty of emergency medicine (EM) or medicine as output variables. Objective career success operationalized as the number of leadership positions held did not mediate the relationship, but income change and career satisfaction mediated the relationship between the hours worked and years employed in emergency medicine. Work centrality was significantly related to subjective career success more so for men than women and perceptions of success or self-efficacy were positively related to subjective career success for women, but not for men. The expected pattern of women indicating more difficulties with personal time and family time did not emerge; but women did indicate less perceived support from the organization, fewer EM leadership positions, less perceived control over their work situation and less organizational support than did men.     

AN EMPIRICAL INVESTIGATION OF THE PREDICTORS OF EXECUTIVE CAREER SUCCESS

This study examined the degree to which demographic, human capital, motivational, organizational, and industrylregion variables predicted executive career success. Career success was assumed to comprise objective (pay, ascendancy) and subjective (job satisfaction, career satisfaction) elements. Results obtained from a sample of 1,388 U.S. executives suggested that demographic, human capital, motivational, and organizational variables explained significant variance in objective career success and in career satisfaction. Particularly interesting were findings that educational level, quality, prestige, and degree type all predicted financial success. In contrast, only the motivational and organizational variables explained significant amounts of variance in job satisfaction. These findings suggest that the variables that lead to objective career success often are quite different from those that lead to subjectively defined success.     

Proactive personality and career success.

This study examined the relationship between proactive personality and career success by surveying a sample of 496 employees (320 men and 176 women) from a diverse set of occupations and organizations. Proactive personality was positively associated with both self-reported objective (salary and promotions) and subjective (career satisfaction) indicators of career success. Hierarchical regression analyses showed that proactive personality explained additional variance in both objective and subjective career success even after controlling for several relevant variables (demographic, human capital, motivational, organizational, and industry) that have previously been found to be predictive of career outcomes. These findings were consistent using both self-report and significant--other ratings of proactive personality.     

无边界职业生涯取向与青年员工职业成功：职业胜任力的中介作用

基于职业成功的胜任力模型,探讨无边界职业生涯取向与青年员工职业成功的关系。采用两阶段（two-wave）问卷调查法,以385名35岁以下的年轻员工为样本进行研究。结果表明,无边界思维模式与青年员工的主观职业成功、客观职业成功均显著地正相关,职业胜任力在其中起完全中介作用;组织流动性偏好与青年员工的主观职业成功、客观职业成功均显著地负相关,职业胜任力在其中起中介作用。研究证实了无边界职业生涯取向对青年员工职业成功的“双刃剑”效应,为青年员工的职业生涯管理提供了重要启示。     

领导职业支持对组织公民行为的影响:心理资本的作用

本研究探讨领导职业支持对工作团队成员组织公民行为的影响机制,研究采用问卷调查法,以10个地市的66个工作团队303名成员为调查对象,在控制被试的教育程度、工作经验及人口统计学变量之后,运用多层线性模型分析领导职业支持与团队成员心理资本及其组织公民行为的关系。结果发现：（1）领导职业支持对团队成员心理资本和组织公民行为有积极促进作用;（2）无论在团队层次还是员工层次,领导职业支持对成员组织公民行为有积极促进作用,成员心理资本在二者之间起完全中介作用。     

本土心理资本与职业幸福感的关系

职业幸福感是国内外学者和管理实践者关注的重要问题, 本文综合资源保存理论、工作要求-资源模型和本土心理资本理论, 构建并检验了本土心理资本对职业幸福感的影响模型。研究一通过访谈、问卷调查等方法研制了信效度较好的问卷, 1566名教师的调查结果表明, 本土心理资本包含事务型心理资本(希望、乐观和坚韧)与人际型心理资本(自谦、感恩、利他、情商/情绪智力和信心/自我效能)。研究二使用2280名教师的有效数据, 通过控制了其他变量影响后进行结构方程建模及交叉验证分析, 结果表明：(1)职业幸福感(工作投入、工作倦怠、离职意愿和工作满意度)的积极情感体验(工作投入)与认知评价(工作满意度)存在增益螺旋过程; (2)心理资本通过能量补充和动机激发双过程促进职业幸福感; (3)人际型心理资本通过一级、二级能量补充与动机激发过程影响职业幸福感; 事务型心理资本也通过一级、二级动机激发过程影响职业幸福感, 但是只通过二级能量补充过程影响职业幸福感。在中国文化背景下, 人际型心理资本对职业幸福感的作用更大。     

The effects of objective career success on subsequent subjective career success

We use a sample of working adults (N = 638) to explore the effects of past objective career success (mobility, promotions, and salary change) on current subjective success (human capital assessments by one's managers, core self evaluations, satisfaction with one's career) by gender, across an economic cycle (2004–2011), controlling for career stage. Results support a strong influence of past promotions, and less so for salary changes, on subjective career success. These effects were stronger for men and during the economic contraction, with managers being affected in their assessments based on the employees' past promotions. In contrast, past job mobility did not relate to subjective career success for either gender in periods of economic expansion or contraction. Evidence for an interactive perspective of career success whereby past objective success affects current subjective success is presented, as well as potential implications of the findings.