摘 要
随着社会经济快速发展，企业面临日益激烈的竞争环境，员工职业成长机会成为影响组织承诺的关键因素。本研究旨在探讨员工职业成长机会对组织承诺的影响机制，基于社会交换理论和期望理论，构建了包含职业发展路径、培训机会、晋升机会三个维度的职业成长机会量表，并引入工作满意度作为中介变量。采用问卷调查法，选取某市15家企业共600名员工为样本，运用SPSS22.0进行数据分析。结果显示，职业成长机会各维度与组织承诺均呈显著正相关关系，其中晋升机会对组织承诺影响最大；工作满意度在职业成长机会与组织承诺之间起部分中介作用。本研究创新性地将职业成长机会细化为多维度并实证分析其对组织承诺的影响路径，为企业管理者提供科学依据，有助于企业通过优化职业成长机会提升员工组织承诺，进而提高企业竞争力，对促进企业和员工共同发展具有重要意义。
关键词：职业成长机会；组织承诺；工作满意度
ABSTRACT
With the rapid development of social economy, enterprises are facing an increasingly fierce competitive environment, and the career growth opportunities of employees have become the key factor affecting the commitment of organizations. This study aims to explore the mechanism of the influence of employee career growth opportunities on organizational commitment, based on social exchange theory and expectation theory, we constructed a career growth opportunity scale including three dimensions of career development path, training opportunity and promotion opportunity, and introduced job satisfaction as the intermediary variable. Using the questionnaire survey method, 600 employees from 15 enterprises in a city were selected as a sample for data analysis by SPSS22.0. The results showed that all dimensions of career growth opportunity were significantly positively correlated with organizational commitment, among which promotion opportunity had the greatest influence on organizational commitment; job satisfaction played a partial mediating role between career growth opportunity and organizational commitment. This study innovatively refine career growth opportunities into multidimensional and empirical analysis of the impact on organization commitment path, provide scientific basis for enterprise managers, help enterprise by optimizing the career growth opportunities improve employee organization commitment, and improve the competitiveness of the enterprise, to promote the common development of enterprises and employees is of great significance.
KEY WORDS： Career growth opportunities; organizational commitment; job satisfaction
目 录
摘 要 I
ABSTRACT II
1 绪论 1
1.1 研究背景及意义 1
1.2 国内外研究现状 1
1.3 研究方法与技术路线 2
2 员工职业成长机会的构成要素 2
2.1 职业发展路径设计的影响 2
2.2 内部晋升机制的作用 3
2.3 培训与发展资源提供 4
3 组织承诺的形成机制 5
3.1 情感性承诺的培养 5
3.2 规范性承诺的建立 5
3.3 继续性承诺的发展 6
4 职业成长机会对组织承诺的影响路径 7
4.1 工作满意度的中介作用 7
4.2 组织支持感的调节效应 8
4.3 心理契约的桥梁功能 9
结论 11
致 谢 12
参考文献 13
