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本文揭示了新入职员工职业伦理的内在结构及其影响职业成长的路径与机理。学界鲜有针对新入职员工的职业伦理结构研究,且已有研究仅限于从单一路径考察职业伦理对职业成长的作用机理,未考虑文化的影响。本文基于文献分析,运用半结构化访谈、问卷调查,揭示了新入职员工职业伦理的结构,并通过大样本调查,从文化嵌入视角,探讨了职业伦理对职业成长的作用路径。结果表明,新入职员工职业伦理的结构包括职业操守、担当责任、团队共生三个维度;职业伦理对职业成长有着正向的促进作用;工作绩效、组织认同在两者的关系中存在中介作用,且在不同文化的组织中,工作绩效和组织认同的中介作用存在差异。本文对企业管理实践及新入职员工职业成长具有启示意义。
This article reveals the internal structure of the occupational ethics of newly recruited staff and the ways and mechanisms that affect career growth. There are few academic researches on the occupational ethics structure of newly recruited staff, and the existing researches are limited to examining the mechanism of occupational ethics' career growth from a single path without considering the influence of culture. Based on the literature analysis, this paper uses the semi-structured interviews and questionnaires to reveal the structure of the occupational ethics of new recruits and probes into the role of occupational ethics in occupational growth from the perspective of cultural embeddedness through large sample surveys. The results show that the occupational ethics of newly recruited employees includes three dimensions: professional ethics, responsibility responsibility and team symbiosis; occupational ethics has a positive effect on career growth; job performance and organizational identity have an intermediary role in the relationship between the two, And in different cultures, there are differences in mediation between job performance and organizational identity. This article is of enlightenment to the practice of enterprise management and the career growth of new recruits.