传统价值观视野下员工职业延迟满足的影响因素研究应用心理学专业论文.docxVIP

摘 要 职业延迟满足是人们为了达到自己在职场中某些更具价值的长远目标而选择放弃 当前即得利益的倾向，以及在这一过程中表现出来的自制能力。职业延迟满足在中国是 作为一个明确的组织行为学概念得以发展的，本研究是从中国本土文化角度来研究它的 影响因素，因此，推进了职业延迟满足的本土化研究进程。 本研究通过问卷调查的方法，对全国各省市 409 名企业员工进行了调查，考察了传 统价值观（中庸思维，个人传统性）、工作价值观、组织文化和职业延迟满足之间的关 系，采用验证性因素分析、回归分析、层级回归分析等多种统计方法，得到了以下主要 结论： 第一，对职业延迟满足问卷的验证性因素分析结果表明，员工职业延迟满足分为包 括工作延迟满足、职业延迟满足和持久性三个维度。该问卷具有良好的信效度，符合心 理测量学的要求。 第二，在中庸思维对员工职业延迟满足的影响机制研究中，研究结果表明，中庸思 维与职业延迟满足成正相关，工作价值观在两者的正向关系中起部分中介的作用，同时 组织文化在工作价值观和职业延迟满足的关系中起调节作用。通过检验“有调节的中介 效应”步骤检验该研究中有调节的中介模型成立。 第三，在个人传统性对员工职业延迟满足的影响机制研究中，研究结果表明，个人 传统性与职业延迟满足成正相关，工作价值观在两者之间正向关系中起部分中介的作 用，同时组织文化在工作价值观和职业延迟满足的关系中起调节作用。通过检验“有调 节的中介效应”步骤检验该研究中有调节的中介模型成立。 关键词：职业延迟满足；中庸思维；个人传统性；工作价值观；组织文化 ABSTRACT The definition of vocational delay of gratification (VDOG) is the option being inclined to get more value long-term career goals rather then to abandon the benefit of immediate, and the ability of self-control on this process. The VDOG develops in China as the clear concept of organization behavior. This study investigates the influencing factors from Chinese culture and promotes the process of local culture research. This essay adopts questionnaires research method to collect the data from 409 staff in Chinese corporation, and investigate the relationship among vocational delay of gratification, Zhongyong, individual traditionality, work values and organizational culture. This article mainly takes the confirmatory factor analysis (CFA), regression analysis, Hierarchical regression analysis and other statistical analysis technique .The result shows: First, the result from CFA shows that the VDOG have three dimensions include job delay of gratification、vocational delay of gratification and persistent. Second, work values were found to significantly mediate the relationship between Zhongyong and VDOG. And organizational culture was found to significantly moderate the relationships between Zhongyong and VDOG. A moderated mediation model was built that included work values, organizational culture, Zhongyong a