中国情境下的劳动者工作价值取向:结构内容、影响因素与转变机理

Work constitutes more than one-third of waking life for most human adults, and there is a substantial psychological literature devoted to the meaning of work. But what is the meaningfulness of work? How to work meaningfully? This research is trying to answer these questions. The inspiration for our research came from Habits of the Heart, in which Bellah et al. (1985) argue that there are three distinct relations people can have to their work: as Jobs, Careers, and Callings. The distinctions are these: People who have Jobs are only interested in the material benefits from work and do not seek or receive any other type of reward from it. The work is not an end in itself, but instead is a means that allows individuals to acquire the resources needed to enjoy their time away from the Job. The major interests and ambitions of Job holders are not expressed through their work. In contrast, people who have Careers have a deeper personal investment in their work and mark their achievements not only through monetary gain, but through advancement within the occupational structure. This advancement often brings higher social standing, increased power within the scope of one's occupation, and higher self esteem for the worker. Finally, people with Callings find that their work is inseparable from their life. A person with a Calling works not for financial gain or Career advancement, but instead for the fulfillment that doing the work brings to the individual.Thus,the concept of Work Orientation(WO) is produced. Now WO is the research focus in both sociology and psychology fields, the study has been extended to the field of management science. This project, on the basis of my post-doctoral research work, uses two types of longitudinal tracking data and both qualitative and quantitative methods to explore WO's effects on employee's living and working variables and its mechanism, transition factors, with the hope to build WO theoretical models and research framework in Chinese cultural context. Implications for this research includ: (1)Introduce the concept of WO to China's human resources research, especially employee career management, to establish a new standard of subjective career success; (2)Build a good employment relationship with the organization's mission, especially out of employer-oriented perspective, and examine the employment relationship from the point of view of individual employees or groups; (3)Explore the employee for the organization and management recognition from external obedience to the recoginition of heart, for the personal career substances involved in true self transition path, and to provide a scientific basis for the enhancement of employee happy life and build missionary organization. (4) WO's change ,from low level to high level, is helpful to establish a diversified career success criteria, as well as personal happiness, also an important indicator of organizational development and social harmony.

工作价值取向（WO）是当前社会学与心理学研究的前沿课题，相关研究已经扩展到管理学领域。该项目在国内外相关成果及本人博士后研究工作的基础上，使用同质和异质两类样本的纵向数据及质与量的方法，探究我国社会转型背景下：（1）劳动者WO的结构内容及影响因素；（2）WO对劳动者生活、工作效能变量的作用机制；（3）WO的转变因素与机理。目的是研制具有中国本土文化特性与时代特征的WO量表，揭示WO的作用路径与转变模式，洞悉我国劳动者WO与工作意义的代际差异及其暗含的雇佣关系和心理契约本质，建立不同WO与工作意义、生活幸福及职业成功的内在联系。 研究意义:把WO概念引入中国的人力资源开发，特别是员工生涯管理实践中有利于形成我国社会转型背景下多元化的职业成功标准；有助于转变以雇主为导向的研究思路, 从人与工作关系的视角探索并构建良好的雇佣关系与组织责任，开拓工作意义、雇佣关系与员工生涯管理研究的新领域。

改革开放以来，我国劳动者工作价值取向发生了较大的变化。针对市场经济转型前后参加工作的两代人的比较研究发现，青年人对工作意义的理解有着十分明显的理想色彩，而他们的父辈人则多看重工作作为谋生手段的现实意义。那么，如何测量我们劳动者工作价值取向及其作用？影响工作价值取向转变的因素与机制有哪些？如何帮助劳动者实现由谋生取向向意义取向（呼唤取向）的转变？这些正是本项目的主要研究内容。. 本项目先后访谈150多人，包括大学教师、创业者、公司员工与制造业工人，形成访谈文字稿200000多字，并先后调查了5类样本的5000多位个体，同时还在某旅游咨询企业进行了员工工作价值取向干预与实验研究，形成了一定的基础数据。我们的研究发现：（1）中国情境下劳动者工作价值取向结构包括呼唤取向（calling）、职业取向(career)与谋生取向(job)三个维度，其中呼唤取向内涵与西方差异较大，即在我国社会文化背景下，呼唤取向包含了“目标感”与“意义感”两项内容，而没有西方受宗教文化影响而产生的“内心超越”与“亲社会性”内容；（2）工作价值取向与员工工作满意度之间显著相关，其中呼唤取向者在工作满意度的各个维度上得分最高，谋生取向在工作满意度的各个维度上的得分最低。同时，在谋生取向和职业取向下客观职业成功影响主观职业成功；而在呼唤取向下主观职业成功影响客观职业成功。（3）就高校教师而言，工作价值取向与年龄、职称、年收入之间有显著性关系，而与性别、学历、宗教信仰、学校等级不存在显著相关；（4）工作重塑，特别是基于个体优势的工作重塑（strengths-based Job crafting）是工作呼唤形成的重要影响因素。. 以上研究结果从人与工作关系的新视角诠释了我国劳动者的工作意义、生活满意度与职业成功观，揭示了工作重塑、积极情绪与工作呼唤的内在联系。其应用价值体现于：组织应该尽可能招聘那些有工作呼唤感的员工，对于在职员工应帮助其实现从呼唤感知到呼唤实现，或者是从谋生取向到呼唤取向的转变。具体方法包括：利用欣赏式探询、优势识别工具等方法发现员工的优势，并鼓励其在此基础上进行工作重塑，从而产生工作呼唤感。