组织职业生涯管理对职业承诺和工作满意度的影响 ——职业延迟满足的中介作用分析

以321名企业员工为被试，通过自编的职业延迟满足问卷，考察了企业员工的职业延迟满足在组织职业生涯管理对职业承诺、工作满意度影响过程中的中介作用。结果表明：职业延迟满足与组织职业生涯管理、职业承诺、工作满意度存在显著正相关；工作年限等人口统计学变量对职业延迟满足没有显著的预测作用；公平晋升、注重培训对职业延迟满足有显著的预测作用；职业延迟满足在组织职业生涯管理对职业承诺、工作满意度影响过程中存在中介作用；在结构方程模型中，职业延迟满足在公平晋升、注重培训与职业承诺、工作满意度之间存在中介作用；而职业延迟满足在职业发展与职业承诺、工作满意度之间不存在中介作用

The Influence of Organizational Career Management on Occupational Promise and Job Satisfaction:Vocational Delay of Gratification As a Mediator

Introduction Walter Mischel’s work on the patterns of “Delay of Gratification” (DOG) and theories of individual willingness to “delay gratification” at the personal level has led researchers to examine the phenomenon of DOG in multiple fields and across cultures. Some research has been conducted on employee DOG as it related to work ethic, organizational satisfaction and length of tenure. However, there is little research on “Vocational Delay of Gratification” (VDOG). To conduct this research, we developed a questionnaire to assess and evaluate an individual’s VDOG. This questionnaire focused on individual ability to make adjustments and delay gratification on a vocational level, when he/she focused on a long-term career goal or objective. We sought to determine if a mediating effect existed in choices made by the individual, with respect to whether they were willing to give up rest, leisure, or other impulsive actions that had no benefits for their current job. Another goal of the study was to study the structure of VDOG and determine if it had a mediating effect on the relations between organizational career management and job satisfaction and occupation promise. Method The study was conducted in two samples. The first sample consisted of 115 individuals from corporations in Harbin. The second sample consisted of 321 individuals from 6 corporations in Harbin and Beijing. We gathered and analyzed the data through using the questionnaire of VDOG, questionnaire of DOG, organizational career management questionnaire, occupational promise questionnaire, and job satisfaction questionnaire. We used SPSS13.0 and AMOS4.0 to analyze the data. Results When applying Exploring Factor Analysis, we found the VDOG questionnaire had a two- dimension structure, namely the Work Delay of Gratification and the Career Delay of Gratification. There was a significant correlation（r=0.144**，p<0.01）between the VDOG and the DOG questionnaires. The correlations between VDOG and Equitable Promotion, Information Providing, Good Training, Occupational Development, Occupational Promise and Job Satisfaction ranged between 0.268 to 0.499 （p<0.01）. When using Layer Regression Analysis, we found the participants’ age, education, length of tenure and job category all had no significant effects on VDOG. In the second step, Equitable Promotion and Good Training significantly predicted VDOG. In addition, VDOG had a partial mediating effect on the relations between equitable promotion and occupation promise, and between equitable promotion and job satisfaction. VDOG had a partial mediating effect on the relation between good training and job satisfaction, and a complete mediating effect on the relation between good training and occupational promise. VDOG has no mediating effect on relations among occupational development, occupational promise and job satisfaction. Conclusion The study indicates that VDOG exists within members of the workforce. VDOG may be used to analyze the career goal efficiently. We can use this measure to predict occupational promise and job satisfaction. By providing good training and equitable promotion, organizations can improve staffs’ VDOG level efficiently. This study has a potentially important value for potential employers in understanding and maximizing employee contribution, as well as effective motivating employees for mutually beneficial long-term goals