由于近年来全球化进程的加速，就业竞争愈发激烈，失业率上升、就业质量下降已经成为困扰包括我国在内的当今世界众多国家的共同问题。如何促进劳动者职业发展、推动更高质量的就业是当前学术界和实践界都十分关切的重要问题。因此本基金项目支持下我们的研究成果有着十分重要的实际意义：第一，对职业相关的概念进行界定，并开发相应的测量方法，使更切实、全面地反映职业生涯过程中的主观感知成为可能；第二，对职业成长、发展、成功进行实证研究，有助于促进组织和员工的发展，实现彼此双赢；第三，对员工离职进行实证研究，为组织和领导提供关于员工离职问题的新思路；第四，对就业准备和就业管理进行实证研究，揭示了提高就业质量可从实习和提升工作机会识别能力两方面入手。

以上所述成果展示网站网址为http://bs.ustc.edu.cn/hrc/login.asp

“职业发展与就业管理”项目主要成果展示

年份：2014 年 11 月

题目：《基层公务员组织公民行为提升机制研究———基于社会心理动因视角》

摘要：从社会心理动因的视角，实证分析了组织公平和组织支持感对基层公务员组织公民行为的作用机制。以安徽省基层政府机关公务员为对象，收集了196份有效问卷，研究结果发现:基层政府的组织公平主要体现为程序公平和互动公平两个维度;组织公平、组织支持感对组织公民行为均有显著影响作用;组织支持感在组织公平与组织公民行为之间存在着中介作用。

年份：2014年12月

题目：《职业生涯幸福感概念介绍、理论框架构建与未来展望》

摘要：本文对国内外职业生涯幸福感研究文献进行了梳理，阐述了职业生涯幸福感提出的背景，分析了职业生涯幸福感的内涵和测量方法，比较了职业生涯幸福感与工作幸福感的差异。在此基础上，结合工作幸福感等相关研究文献提出和构建了职业生涯幸福感研究的理论框架，从理论上阐明了职业生涯幸福感的前因和结果，并从测量工具、研究方法、研究深度与广度等方面提出了未来研究设想和建议。

年份：2014年

题目：《员工离职决策多路径模型案例分析——基于离职倾向与外在事件的两维视角》

摘要：基于对现有离职决策文献的回顾与评析，本文从离职倾向和外在事件的影响两方面

对员工的离职决策进行分类，将其划分为冲击型、计划型、冲动型、诱发型、忠诚型和谨慎型，并分别从个人目标和外在事件的性质将离职决策六大类划分为 22 种子路径。采用多案例分析的方法对论文所提出的离职决策多路径模型进行了检验，发现提出的离职决策路径模型能够较好地解释现实的离职行为；职业成长受限是引发员工离职的重要前因；对于大多数员工来说，在工作中追求的不仅包括职业目标的实现，还非常关注自身的生活目标和在组织中的情感目标实现。

年份：2015年3月

题目：2014 年“职业发展与就业管理” 国际会议综述

摘要；如何促进劳动者职业发展、推动更高质量的就业是当前学术界和实践界都十分关切 的重要问题。2014 年 11 月 6 日至 8 日，于合肥召开的“职业发展与就业管理”国际会议对相 关问题展开了讨论。本文结合会议的主题报告和分会场讨论，就职业发展、就业问题、创业研究、 组织与人力资源管理等议题对本次会议的主要观点进行综述。

年份：2015年8月

题目：组织职业生涯管理和员工职业成长：基于匹配理论的研究

摘要：本文借助人与环境匹配理论、组织支持理论和工作动机理论，阐明了组织职业生涯管理（职业指导、职业支持）通 过P-O(人与组织的价值观)匹配和P-J(人 与岗位的能力要求 ) 匹配促进员工职业成长的机制。本研究采取三波次时跨一年的问卷调查，收集了364个有效 研究样本。实证研究发现:职业指导和职业支持均对P-O 匹配和P-J匹配具有显著正向影响; P-O 匹配和 P-J匹配对职业成长的三个维度(职业目标进展、职业能力发展、组织回报增长)均 具有显著正向影响，且在职业生涯管理与职业成长的关系中起显著中介作用;在控制匹配的作 用后，职业指导仍对职业目标进展有直接的正向影响，职业支持对职业能力发展、组织回报增 长也具有直接的正向影响。

年份：2015年2月

题目：基于元分析的魅力型领导与组织绩效的关系研究

摘要：在对包含12 933个样本量的53篇有效文献进行元分析的基础上，分别对营利性 组织和非营利性组织中魅力型领导与个体绩效、团队绩效、组织绩效的关系研究进行定量分 析。研究结果表明，魅力型领导与各层面的绩效水平均显著正相关，其中与组织绩效的相关性 最高，团队绩效次之，个体绩效最低;魅力型领导的测量方法、区域文化等对魅力型领导和员工 绩效之间的关系起到调节作用。此外，对魅力型领导今后的研究进行了展望。

年份：2016年4月

题目：工作机会识别能力与成功就业的关系

摘要：如何帮助求职者实现更快、更满意的就业是当前学术界和业界都十分关切的问题。本文采用就业决策满意度和就业速度衡量就业结果,借助人岗匹配理论,构建了工作机会识别能力对就业结果的影响机制模型。通过460份有效问卷的实证分析发现:(1)工作机会识别能力对就业决策满意度和就业速度两方面的就业结果均具有积极的促进作用K2)工作机会识别能力对就业后的人岗匹配具有显著的正向影响,且人岗匹配在工作机会识别能力和就业决策满意度的关系中起到了完全中介的作用;(3)工作机会识别能力和就业后人岗匹配之间的关系随着工作搜寻行为的增加而增强;(4)学历越高,就业的速度越快。基于研究结果,本文为求职者个人的职业努力以及高校的职业指导提供了建议。�崳�

年份：2016年5月

题目：工作狂热的研究动态、整合与未来方向

摘要：虽然工作狂热的现象越来越普遍，也受到了相当的关注，但是相关的实证和理论研究却比 较缺乏，尤其是关于工作狂热的维度划分依然存在较大分歧。本文通过对最近 20 年关于工作 狂热研究文献的梳理与分析，阐明工作狂热的定义，剖析这一概念的结构维度，理清工作狂热产 生的原因，以及它对个人与组织的影响。在整合已有研究的基础上，从工作狂热与组织文化、工 作绩效、职业成长、健康等的关系出发，对未来研究方向提出了设想。

年份：2016年12月

题目：情感型领导:量表开发及与员工离职倾向和建言行为的关系

摘要：本研究基于儒家“五常”文化探讨了情感型领导的多维结构，并通过多项研究编 制和检验了情感型领导量表，考察了情感型领导对部属的离职倾向和建言行为的影响。研究一 通过访谈、开放式问卷等步骤编制了正式量表，基于两个样本(N=192，166)通过探索性因素分 析、验证性因素分析、相关分析等方法对量表进行了修订和效度信度检验。结果表明，情感型领 导包含情感关怀和情绪管理这两个维度，所开发量表具有良好的信度和效度。研究二基于两波 次143名参与者样本，比较了情感型领导与参与型、工具型及支持型领导的关联与差异，以及情 感型领导对员工离职倾向和建言行为的影响。结果表明，情感型领导与这三种领导类型能够显 著区分开来，情感型领导与部属的离职倾向负相关，与建言行为正相关，并且在分别控制了参 与型、工具型和支持型领导时对离职倾向和建言行为的方差具有增值解释作用。

年份：2016年1月

题目：大五人格与主观职业成功的关系: 对过去 15 年研究的元分析

摘要：本研究运用元分析的方法，对过去 15 年关于大五人格与主观职业成功(即职业满意度) 的关系研究进行定量评述。通过文献检索，共筛选出包含 17331 个样本量的 16 篇有效文献，元分析结果发现: 大五人格与职业满意度显著相关，其中神经质与职业满意度的相关性最高( r = - 0 . 3 3 9 ) ，外向性 ( r = 0 . 2 1 7 ) 和宜人性 ( r = 0 . 1 5 8 ) 次之，尽责性 ( r = 0 . 1 3 7 ) 和经验开放性 ( r = 0. 125) 最低; 大五人格测量方法、研究的时间跨度、区域文化以及岗位类别等对大五人格和职 业满意度之间的关系起到调节作用。结果说明，大五人格能够有效地预测职业满意度，且在不同地区、不同岗位大五人格和职业满意度的关系存在一定的差异性。研究还对进一步探讨大五人格与职业满意度的关系提出了展望。

年份：2017年6月

题目：《科研人员职业成长、工作投入与工作绩效的关系》

摘要：随着科技创新在国家和组织发展中重要性的日益凸显，如何有效地发挥科研人员的作用成为一个重要的研究问题。本文以调查获得的 305 名科研人员样本为研究对象，采用多元线性回归的方法分析了职业成长对工作投入与工作绩效的影响机制。研究发现:职业成长三个维度与工作投入均存在显著的正向相关，且其中职业能力发展与组织回报增长这两个维度的交互项对工作投入可以产生增值的预测作用;工作投入与工作绩效正向相关，并且在职业成长与工作绩效的关系中起到显著的中介作用。

年份：2017年6月

题目：《Factorial validity, cross-cultural equivalence, and latent means examination of the organizational career growth scale in Italy and China 》

Organizational Career Growth scale (OCG scale) is a measure of employee perceptions of their chances of development and advancement within an organization. Despite the growing interest of scholars in this field, research using the OCG scale is in its early infancy. The current study aims to contribute to the validation of the OCG scale by testing its dimensionality and measurement invariance across Italian (N = 882) and Chinese (N = 256) samples. Structural Equation Modeling with Confirmatory Factorial Analysis, Multi-Group Confirmatory Factorial Analysis and latent means analysis were used. The four-factor model of the OCG scale prevailed both in the Italian and Chinese samples. Moreover, full metric and partial scalar invariance were achieved. Overall, the results supported the factorial validity and cross-cultural equivalence of the OCG scale. Latent means examination showed evidence of significantly higher latent means in the Chinese sample for three dimensions of the OCG scale (career goal progress, professional ability development, promotion speed) than in the Italian sample. Limitations, suggestions for future research and practical implications are discussed.

年份：2017年12月

题目：《Optimizing the validity of situational judgment tests: The importance of scoring methods》

In recent years, situational judgment tests (SJTs) have made strong inroads in assessment practices. Despite the importance of scoring for the validity of SJTs, little attention has been paid to different SJT scoring methods. This study investigated the influence of scoring methods on the criterion-related validity of SJTs. We examined five different consensus scoring methods (i.e., raw, standardized, dichotomous, mode, and proportion scoring) and several integrated scoring methods for scoring the same SJT. Results showed that one of the most popular scoring approaches (raw consensus scoring) is associated with an extreme response tendency and yields the lowest scale validity of all scoring approaches examined. Moreover, the mean item validity of

midrange items was good only when they were scored by the mode consensus method. Thus, this study extends previous work (McDaniel et al., 2011) by deepening our understanding of how different scoring methods improve the validities of SJTs. Our findings suggest that using scoring methods that control the influence of extreme response tendency on the scores of SJTs yields higher validities. Finally, this study is the first to suggest that scoring SJTs with integrated methods yielded higher mean item validities than using any single method.

年份：

题目：《The relationship between electronic banking adoption and its antecedents: A meta-analytic study of the role of national culture》

Any level of technology adoption would be enhanced by considering the effects of cultural dimensions, which can, in turn, lead banks to provide efficient global services. However, prior studies fail to provide a clear understanding of the role that national culture plays in electronic banking acceptance. Therefore, we conduct a meta-analysis involving 62 samples from 27 countries or regions to explore how national cultural dimensions moderate the relationships between consumer behavioral intentions to use electronic banking and the constructs of performance expectancy, effort expectancy, social influence, perceived risk, and trust. The results showed that each of Hofstede’s national cultural dimensions has a moderating effect on some of the relationships. In particular, when considering using electronic banking, people pay more attention to social influence and trust in high power distance countries; focus more on performance expectancy, effort expectancy, and perceived risk in countries with high individualism; and care more about performance expectancy and trust in high uncertainty avoidance countries. Using these findings, providers could design more attractive and effective IT products as well as targeted advertisements based on cultural values of a specific country to improve the level of adoption.

年份：2017年9月

title：When Impression Management Is Rewarded? Moderating Roles of Supervisor Political Skill and Dependence on Subordinate

abstract：In the present study, we investigated the interactive effects of supervisor- and situation- specific variables in understanding the effectiveness of subordinate impression management (IM) behaviors (i.e., self-promotion, ingratiation, exemplification, supplication and intimidation). Drawing from conservation of resources and social/political influence theories, we argue that supervisor political skill moderates the relationships between subordinate IM tactics and reward recommendations from supervisor, and that the moderation role of supervisor political skills in the relationships further depends on supervisor dependence on subordinates. Multisource data from 214 supervisor-subordinate dyads, collected at two time points from bank employees in Pakistan, revealed that politically skilled supervisors, when making reward recommendations, discount subordinates' positive IM behaviors, and even penalize their negative IM behaviors. However, when those politically skilled supervisors were also dependent on subordinates, supervisors rated those IM behaviors favorably for reward recommendations. Implications and future research directions are discussed.

年份：不详

title：Are all Internships Equally Beneficial? Toward a Contingency Model of Internship Efficacy

abstract：The belief that internships boost graduates’ career development calls for research on the relationships between internship experiences and career outcomes. Employing signaling theory, we argued that internships serve as a signal of a graduate’s vocational capacity to potential employers. In this paper, we develop a contingency model of internship efficacy based on two different internship experiences (i.e., major-related vs. nonmajor- related), the moderating role of contextual factors (i.e., major-job fit, discipline type, and educational level), and starting salary as a mediator of the relationship between having an internship and subsequent career outcomes. Using two-waves of data from 787 graduates in Eastern China, we found that while the influence of a major-related internship experience was positive, the nonmajor-related internship was generally negatively associated with starting salary. Moreover, this negative relationship was significant for graduates with a high job- major fit, graduates from STEM disciplines (Science, technology, engineering and medicine), and postgraduates. The results suggest that all internship experiences are not equally beneficial.

年份：不详

title：RUNNING HEAD: TRAIT CULTURAL ACTIVATION AND CAREER SUCCESS

abstract：Previous research has demonstrated relationships between the Big Five personality factors and subjective career success (SCS), but the precise nature of these relationships has been inconsistent, suggesting the presence of one or more moderating variables. Extending Trait Activation Theory, we argue the value of personality traits in predicting career success is contextually specific, and propose that the relationships between the Big Five personality traits and subjective career success (SCS) depend on certain cultural value dimensions and vary across three cultural clusters (Anglo, Western Europe, and Asia). Meta-analytic results (k = 48; N = 32,986), show that the Big Five – SCS relationships are partially moderated by three cultural value dimensions (i.e., assertiveness, performance orientation, and institutional collectivism). The results suggest new theoretical insights into the nature of relationships between Big Five personality traits and subjective career success; and elucidates the effects of cultural differences on career outcomes. The results also provide important practical implications for both organizations and individuals on how to deal with today’s international career mobility.

年份：2017年

title：Accountability Breeds Response-ability: Instrumental Contemplation of Abusive Supervision

abstract：

This article investigates the link between perceived subordinate performance and abusive supervision. From the perspective of moral exclusion theory, I examine cooperative goals interdependence and competitive goals interdependence as key boundary conditions to hypothesize and demonstrate the direct negative relationship between low-performing subordinates and abusive supervision. Within the moral exclusion framework, supervisors may strategically abuse low performers when (a) cooperative goals interdependence is high, or (b) competitive goals interdependence is low. Moreover, my study explores the impact of abusive supervision on subordinate’s objective performance.