无边界职业生涯下职业成功的诱因与机制

doi:10.3724/SP.J.1042.2018.01488

摘要/Abstract

摘要：

职业成功(career success)作为职业生涯研究领域的一个前沿主题, 受到了理论界和实务界的广泛关注。研究主要从职业成功的概念、测量、影响因素、实施效果与作用机制等方面, 对国内外相关研究进行了系统梳理与探讨。未来研究应关注无边界职业生涯时代职业成功、开发中国组织情境下职业成功的概念和测量、基于特质激发理论视角分析职业成功的诱因、基于职业成功观分析职业成功的实施效果、探讨中国本土文化的权变作用。

关键词: 职业成功, 无边界职业生涯, 情境, 本土文化, 机制

Abstract:

As a frontier topic in the field of career research, career success has garnered extensive attention from organizational scholars and practitioners. By systematically clarifying its concept, measurement, antecedents, consequences, and mechanisms, this study summarizes and evaluates relative research at home and abroad. Future research should focus on career success in the era of the boundaryless career, develop the concept and measurement of career success in the Chinese organizational context, examine the antecedents of career success from the trait activation theory, examine the consequences of career success based on its value, and explore the contingent role of Chinese indigenous culture.

Key words: career success, boundaryless career, context, Chinese indigenous culture, mechanism

中图分类号:

B849: C936

王婷, 杨付. (2018). 无边界职业生涯下职业成功的诱因与机制. 心理科学进展 , 26(8), 1488-1500.

WANG Ting, YANG Fu. (2018). Career success: Antecedents and mechanisms. Advances in Psychological Science, 26(8), 1488-1500.

图/表 3

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维度	传统职业生涯	无边界职业生涯
雇佣关系	以工作安全换取忠诚	以可雇佣换取绩效和灵活性
心理契约	关系型	交易型
职业生涯边界	一个或两个组织	多个组织
知识技能	与公司相关	可迁移性
职业发展阶段	与年龄相关	与学习相关
培训	正式培训	在职培训
职业生涯发展方式	直线型	跨边界、短暂型、螺旋型
职业生涯管理责任	组织承担	个人承担

维度	传统职业生涯	无边界职业生涯
雇佣关系	以工作安全换取忠诚	以可雇佣换取绩效和灵活性
心理契约	关系型	交易型
职业生涯边界	一个或两个组织	多个组织
知识技能	与公司相关	可迁移性
职业发展阶段	与年龄相关	与学习相关
培训	正式培训	在职培训
职业生涯发展方式	直线型	跨边界、短暂型、螺旋型
职业生涯管理责任	组织承担	个人承担

职业成功	传统职业生涯	无边界职业生涯
客观职业成功	晋升次数、管理层级、工资(Judge, Cable, Boudreau, & Bretz, 1995) 工资增长(Wayne et al., 1999)	个人市场竞争力(Arthur & Rousseau,1996) 就业能力等级(Boudreau, Boswell, & Judge, 2001) 声誉、社交网络与友谊、幸福与健康(Nicholson & De Waal-Andrews, 2005) 工作-生活冲突(Wille, De Fruyt, & Feys, 2013)
主观职业成功	工作满意度(Thorndike, 1934) 职业满意度(Greenhaus et al., 1990)	学习新东西的机会(Weick, 1996) 心理上的成功(Hall & Mirvis, 1996) 绩效、提升、自我发展、创造力、安全感、满意度、认同、合作和贡献(Dries, Pepermans, & Carlier, 2008) 内在满足感、外在补偿和工作-生活平衡(周文霞, 孙健敏, 2010) 自治性、成长发展、影响、有意义的工作、个人生活、反馈(recognition)和满意度(Shockley et al., 2016) 家庭和谐、组织和谐、国家和谐、身心平衡和个人发展及自由(顾倩妮, 苏勇, 2016)

职业成功	传统职业生涯	无边界职业生涯
客观职业成功	晋升次数、管理层级、工资(Judge, Cable, Boudreau, & Bretz, 1995) 工资增长(Wayne et al., 1999)	个人市场竞争力(Arthur & Rousseau,1996) 就业能力等级(Boudreau, Boswell, & Judge, 2001) 声誉、社交网络与友谊、幸福与健康(Nicholson & De Waal-Andrews, 2005) 工作-生活冲突(Wille, De Fruyt, & Feys, 2013)
主观职业成功	工作满意度(Thorndike, 1934) 职业满意度(Greenhaus et al., 1990)	学习新东西的机会(Weick, 1996) 心理上的成功(Hall & Mirvis, 1996) 绩效、提升、自我发展、创造力、安全感、满意度、认同、合作和贡献(Dries, Pepermans, & Carlier, 2008) 内在满足感、外在补偿和工作-生活平衡(周文霞, 孙健敏, 2010) 自治性、成长发展、影响、有意义的工作、个人生活、反馈(recognition)和满意度(Shockley et al., 2016) 家庭和谐、组织和谐、国家和谐、身心平衡和个人发展及自由(顾倩妮, 苏勇, 2016)

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