| With the acceleration of the economic globalization process and the gradual improvement of the market economy,Chinese enterprises have rapidly grown and developed so that the competition among enterprises is becoming more and more fierce.With these competitive situations,the enterprise employees are facing increasing pressure on work so that many employees are less satisfied with their job.In addition,many employees of the post-80 s and post-90 s generation have entered the enterprises and most of them are the only child with the superior material life conditions.Not only do they think of work as a means of making a living,it is more important to highlight their personality and get happiness,satisfaction,and happiness so they have higher requirements for the value and significance of the job.To improve the job satisfaction of the employees,many scholars have done a lot of research on the value and significance of the job,where "calling",as the individual's perception to the significance and the purpose of the whole work,has been given more and more attentions(Duffy et al.,2007).The calling reflects the internal motivation of the individual and is one of the source motivations with which the individual seeks the significance and value of the life and realizes the same.The researched results have shown that the individual's work will be more active,the degree for the job engagement will be higher,and the job satisfaction will be higher after the calling is perceived and achieved(Duffy,2013).Careerpsychologies have carried out a great deal of researches on the calling which have shown that the calling is an important factor for affecting the career success and is a higher level of the career orientation,which is of great significance for the personal development(Zhang Chunyu,2015).The calling is a significant positive affecting on the career success from the researches of foreign scholars(Hall,2005;Wrzesniewski,1997;Steger et al.,2010;Duffy,2010;Dobrow,2011;Hagmaier,2012,etc.).Hall(2005)proposed a theoretical model among the calling,the job engagement,and the career success.The existing research examines the relationships between the calling and the job engagement,the calling and the career success in the context of the western countries(Praskova,2014).However,the relationships among the calling,the job engagement,and the career success are not explored and researched.In China,there are few empirical researches on the relationship between the calling and the career success,for example,Zhang Chunyu(2015)showed that the calling can work to reshape the positive effect of occupation satisfaction,but did not explore the relationship between the calling,the job engagement,and the career success.Meanwhile,how the job engagement functions between the calling and the career success is rarely involved in the current researches,instead,most of the existing researches for the relationships between the calling and it's related variables focus on the simple causal relationships,so that the exploration of the intermediary factors and the contingency factors still need to be rich.Although the existing researches have demonstrated that the self-efficacy plays a mediating role and a moderating role in variable relationships,most of these researches focus on the field of the organization's innovation and performance.Researchers have not related to whether the self-efficacy has any regulatory function among the calling,the job engagement,and career success.Although the direct function of the social support for the career success has been universally confirmed by the researches,there is still a great deal of disagreement on the research of the regulatory function and there is no research on the regulatory function of the social support among the calling,the job engagement,and the career success.In view of the above limitations for the existing researches and on a basis of combining the predecessors' literatures and researches,this dissertation defines the career success,introduces the calling that represent the individual's deep mental power according to the motivational theory,explores the interaction mechanism of the calling,the job engagement,and the career success,constructs the mediating model of "calling-job engagement-career success",and explores the regulatory function of the self-efficacy and the social support for the relationship among the calling,the job engagement,and the career success.Meanwhile,this dissertation employs the statistical software of SPSS21.0 and AMOS21.0 to verify,based on 758 sample data in China,the above relationship between the calling,the job engagement,the career success,the self-efficacy,and the social support variables and the conclusions are as follows in control of gender,age,education,and other individual characteristics:(1)the calling significantly and positively affects the subjective career success.Those who possess higher calling can be more enthusiastic to work and sustained efforts so that they have higher career satisfaction and career performance in the subjective.(2)The job engagement plays a mediating role between the calling and the subjective career success.The individual who possesses strong calling puts more energy in the work and the individual job engagement is high.When the individual's job engagement is higher,the possibility of the individual to achieve higher subjective career success is higher.(3)The self-efficacy plays a positive regulatory role between the calling and the job engagement,the calling and the subjective career success.When the level of self-efficacy is higher,the influence of calling on job involvement and subjective career success is stronger.(4)The social support plays a positive regulatory role between the calling and the subjective career success.When the level of self-efficacy is higher,the influence of calling on job and subjective career success is stronger.When the level of self-efficacy is lower,the influence of calling on the subjective career success is weaker.The theoretical contributions of this research are as follows:(1)Local empirical test results for the relationship between the calling and the subjective career success are provided.In previous researches of the domestic scholars,there are few empirical researches on the relationship between the calling and the subjective career success.In the context of China,this dissertation shows that the calling has a significant positive impact on subjective career success.(2)The interaction mechanism of the relationship between the calling and the subjective career success is identified.The job engagement plays a mediating role between the calling and the subjective career success.This research verifies the theoretical conjecture of Hall(2005)where the job engagement is a mediating variable between the calling and the subjective career success.(3)The regulatory function mechanism between the calling and the job engagement is explored.The Self-efficacy plays a positive regulatory role between the calling and the subjective career success,the calling and the subjective career success.The social support plays a positive regulatory role between the calling and the subjective career success.This research also provides some management implications:(1)The employee may be intervened by the calling to promote his career success.The affecting of the calling on job engagement and the career success may be researched and explored to provide a new perspective to enhance employee's job engagement and promote the employee career success.In the management practice,organization may take relevant measures to strengthen or enhance the employee's perception on calling,not only to optimize the employee's personal work performance,but also greatly to improve the organization's performance.(2)It may be provided as reference for the selection of enterprise talent.Those directed by the calling will devote more time and energy and more focused on their own work and thus possess a great significance for the organization's growth and development,compared to those regarded job as their livelihood or promotion.Therefore,in the talent selection mechanism,the organization should add the calling as the evaluation to identify more employees who possess the calling in the heart. |
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