从"易变"到"应变":科技型员工生涯适应力促进机制

生涯适应力是员工应对多样化工作环境所需的一种心理资源。如何通过管理手段提升科技型员工生涯适应力仍有待研究。基于生涯建构理论，通过构建跨层次有调节的中介模型，检验科技型员工生涯适应力的促进机制和边界条件。来自78个科技型企业团队、274名领导成员的两阶段配对数据显示：工作多样性正向促进科技型员工生涯适应力，而员工主动行为在二者关系中起部分中介作用，并且变革型领导调节该中介作用。在高变革型领导下，工作多样性通过科技型员工主动行为显著影响生涯适应力的中介效应，而在低变革型领导下，该中介效应不显著。研究启示科技型组织可以通过调整变革型领导管理方式和设计多样性工作等举措提升科技型员工生涯适应力。

From 'Variability' to 'Adaptability': the Promoting Effect of Job Variety on Science and Technology Employees' Career Adaptability

Career adaptability is the psycho-social resource for employees to cope with various work environments. However, how to promote science and technology employees' career adaptability in technological enterprises in the way of effective management remains to be studied. To answer this question, the study developed a cross-level moderated mediation model to investigate the roles of employees' proactive behavior, transformational leadership that play in the relationship between job variety and career adaptability. Multisource data was collected from 78 leaders and 274 followers in the matched questionnaire survey in 2 phases. The result shows that: job variety has positive effect on career adaptability;and the employees' proactive behavior mediates the relationship between job variety and career adaptability. Meanwhile, transformational leadership moderates the mediation effect of proactive behavior. In other words, when the transformational leadership is higher, there exists the mediation effect of proactive behavior;when the transformational leadership is lower, the mediation effect does not salient.