中国科学院心理研究所机构知识库

目的 分析职业召唤对职业倦怠的影响与内部心理机制，探讨组织自尊、生命意义在职业召唤与职业倦怠间的中介效应。方法 2022年4—6月，采用本土化DOBROW职业召唤量表、STEGER生命意义量表、PIERCE组织自尊量表、MASLACH职业倦怠量表，对长沙市某制造业148名员工进行3阶段追踪数据调查，采用SPSS 26.0、PROCESS进行统计分析。结果 员工职业召唤得分为（3.95±0.72）分，组织自尊得分为（3.52±0.63）分，生命存在意义得分为（5.77±0.93）分，生命寻求意义得分为（5.43±1.29）分，职业倦怠得分为（1.42±0.84）分。回归分析显示，职业召唤与组织自尊、生命存在意义、生命寻求意义均呈正相关（β=0.49、0.48、0.21，均P

Objective To analyze the impact of career calling on job burnout and its internal psychological mechanisms , explore the mediating role of organization-based self-esteem and life meaning between career calling and job burnout. Methods From April to September 2022 , a 3-stage tracking data survey was performed among 148 employees from a manufacturing company in Changsha City by the localizational DOBROW career calling scale , STEGER meaning in life questionnaire , PIERCE organization-based self esteem scale, and MASLACH job burnout scale. SPSS 26.0 and PROCESS were used for the statistic analysis. Results The scores of career calling, , organization-based self-esteem , meaning, of life existence , meaning, of life seeking, , and job burnout among, employees were (3.95士0.72，( 3.52士0.63)，( 5.77士0.93，( 5.43士1.29) and(1.42士0.84) points, respectively. The regression analysis show that career calling was positively correlated with organization-based self-esteem, meaning of life existence and meaning, of life seeking, (β=0.49 , 0.48 , 0.21 , all P<0.05)，and negatively correlated with job burnout (β=-0.26 , P<0.01).The organization-based self-esteem and meaning, of life existence were negatively correlated with job hurnout (β=-0.21,-0.30,hoth P<0.05). The organization- based self-esteem and meaning of life existence played a part of mediating role between career calling and job burnout , accounting for 46.6% of the total effect, and the effect of meaning of life seeking was not significant. Conclusion Managers need to make good use of the motivational role of career calling, to moderately enhance the sense of the enterprise and individuals in enterprise management. In cultural construction ,they should provide more incentives and recognition to high –performance employees , enhance their organizational self -esteem , reduce job burnout , and maintain their mental health. At the same time managers should also pay attention to the possibility that an excessively high level of career calling, may stimulate individuals' motivation to seek meaning, in life, trigger work -family conflicts , and thereby individual job burnout. In management practice , it is important to avoid the negative impact that an excessively high level of career calling, may bring.