健康与遗传心理学研究室知识库

目的:探讨从事互联网工作的大学毕业生成就动机、权力动机与工作前后心理弹性之间的关系。方法:选取某互联网企业录用的大学毕业生116人,进行为期2年共3次的纵向研究。基线施测心理弹性量表(CD-RISC)、成就动机量表(AMS)及外显权力动机量表(EPMS),基线后1年、基线后2年施测CD-RISC。采用多层线性回归分析探讨变量之间的关系。结果:3个时间点CD-RISC总分分别为(73.4±12.0)、(75.5±11.2)、(70.0±11.6),总分随时间的变化有统计学意义(β=-0.22~2.98,均P 0.05),成就动机与权力动机是心理弹性有效的预期因子(R~2变化=14.5%~41.6%)。结论:互联网企业就职大学毕业生的心理弹性具有动态变化特征,降低刚参加工作大学毕业生的成就动机与权力动机可能有助于提升其心理弹性。

To explore the relationship among achievement motivation, power motivation and resilience before and after work in Internet enterprise graduate employees. Methods: It was a two-year three-time longitudinal study, 116 off graduates of an Internet enterprise were selected. They were assessed with the Connor-Davidson Resilience Scale (CD-RISC)，Achievement Motivation Scale(AMS) and Explicit Power Motivation Scale ( EPMS) at baseline, and assessed with the CD-RISC 1 and 2 years after baseline. Hierarchical linear regression analysis was used to explore the relationship between variables. Results: The scores of CD-RISC at 3 time points were (73.4士12.0), (75.5士11.2)，and (70. 0士11.6). The changes in scores over time were statistically significant(β=-0.22-2.98, Ps<0.001). Achievement motivation and power motivation had a significant impact on the rise of resilience(slopes β=0.001，-0.12，Ps<0.05）,and had no significant impact on the decline(slopes β=0.01，-0.01， Ps＜0.05 )， achievement motivation and power motivation were effective predictors of dynamic (R2 changes=14.5%-41.6%). Conclusion: The resilience of Internet enterprise graduate employees has resilience characteristics, and it could be helpful to improve resilience by reducing achievement motivation and power motivation when the graduates just worked.