| 其他摘要 | In 2022, the two high-frequency words "internal volume" and "lying flat" have set off waves of discussion on the Internet, causing a lot of attention and thinking. The pressure of continuous fermentation of the inner volume makes many overwhelmed workers give up the "inner volume" and choose to "lie flat". "Lying flat" is manifested as a negative occupational state, and the phenomenon of non-responsibility and inaction makes the organization and the organization manager deeply troublesome. In view of this, the academic community has turned its attention from the past effective but gradually declining material motivation level to the spiritual motivation level, trying to explore the unique solution of "belief" and "value" level. Career calling(also known as "career mission") has entered the field of scholars' vision and become a research hotspot in the field of organizational behavior.
The research of career calling is emerging, but there are many differences. Recently, more and more studies have begun to focus on the negative effects and double-edged sword effects of career calling. At present, China has not paid enough attention to the relationship between career calling and mental health, and there is room for further exploration on how career calling affects the internal mechanism of job burnout. Especially in the workplace environment of China's manufacturing industry, the applicability and influence mechanism of career calling scale need to be confirmed by more empirical studies, which will give more practical inspiration to organizations and organization managers. Based on the workplace environment of China's manufacturing industry, this study analyzes the influence and internal psychological mechanism of career calling on job burnout, explores the mediating effect of organizational self-esteem and meaning of life between career calling and job burnout, and uses the qualitative research method of fsQCA fuzzy set comparative analysis to explore the organizational impact of career calling, organizational self-esteem and meaning of life on job burnout. By combining the quantitative analysis method of variance with the qualitative research method of fuzzy sets, more abundant research conclusions are obtained.
The pre-experiment was conducted in a convenient sample, and 125 valid questionnaires were collected. The results of scale and hypothesis testing were consistent with those of the formal study. The formal study launched an electronic questionnaire survey on 736 employees in a manufacturing industry at three time points, and conducted a three-stage tracking data survey with the local DOBROW Career calling Scale, STEGER Meaning of Life Scale, PIERCE Organizational self-esteem Scale and MASLACH Burnout Scale, to analyze the path and mechanism of career calling's impact on job burnout. Through ID matching of three rounds of data, 148 valid samples were obtained. The results showed that after controlling for a series of demographic variables, career calling was positively correlated with organizational self-esteem, the presence for life meaning, the search for life meaning (β=0.49, 0.48, 0.21, all P < 0.05), and negatively correlated with job burnout (β=-0.26, P < 0.01). Organizational self-esteem and the presence for life meaning were negatively correlated with job burnout (β=-0.21, -0.30, both P < 0.05). Organizational self-esteem and the presence for life meaning played a partial mediating role between job calling and job burnout, and the mediating effect accounted for 46.6% of the total effect, while the effect of the search for life meaning was not significant.
According to the first study, career calling is positively correlated with organizational self-esteem and the presence for life meaning, and negatively correlated with job burnout. The presence for life meaning significance and organizational selfesteem play a partial mediating role between career calling and job burnout. The results of the study are consistent with those of the preliminary experiment and the formal study.
In order to further explore the diversity of career calling influence paths, Study 2 uses the analysis method of fsQCA to extract samples from formally studied enterprises and explore the configuration characteristics. Study 2 was conducted one year after Study 1 and collected 229 valid sample data at one time. The analysis results show that the combination relationship between variables at different levels presents a strong concentration in the sample, and high level job burnout and low level job burnout have two typical configurations respectively. Low level of job burnout: First, regardless of the level of the presence for life meaning and organizational self-esteem, high level of job calling and high level of the search for life meaning will bring low job burnout; Second, regardless of whether the presence for life meaning is high or low, a high level of career calling as a marginal condition and a high level of organizational self-esteem as a core condition will bring about low job burnout. High level of job burnout: First, regardless of the level of the presence for life meaning, low level of job calling, the search for life meaning and organizational self-esteem as three core conditions will lead to high level of job burnout; Second, regardless of whether the level of career calling and the search for life meaning is high or low, low level of the presence for life meaning and organizational self-esteem as common core conditions will lead to high job burnout. The results show that career calling, life meaning, the search for life meaning and organizational self-esteem have synergistic effects on job burnout, which is a richer complement to the research results of study 1.
This study reveals that the stimulation and maintenance of career calling、meaning of life, organizational self-esteem are of great value to the reduction of individual job burnout. |
修改评论