军工研发人员生涯适应力对其创新行为、离职意向的作用机制:一个整合性过程模型

员工生涯适应力的“双刃剑”效应给一般性组织带来了管理困境，在中国文化背景下特殊组织尤其是军工单位是否也会产生类似问题，显然需要作进一步实证探索和验证。基于多维理论视角，构建了生涯适应力影响军工研发人员创新行为和离职意向过程模型。通过对6家军工企业和研究所的727名研发人员进行问卷调研，结果发现：①生涯适应力负向预测离职意向，且创新行为在二者间的部分中介效应显著；②主动性人格和利他行为分别在生涯适应力与创新行为间的正向调节效应显著；③利他行为完全中介了主动性人格对生涯适应力与创新行为的正向调节效应。

The Mechanism of Career Adaptability on Innovative Behavior and Turnover Intention for Military Industry R&D Personnel: an Integrative Process Model

The "double edged sword" effect of employees' career adaptability lead to the "management dilemma" in general organization. Whether this dilemma existing in special organization especially in the context of military industry under Chinese culture or not, further empirical exploration and verification research is needed. Based on the perspective of multidimensional theories, we construct a process model that mechanism of career adaptability on innovative behavior and turnover intention for military industry R&D personnel. 727 R&D personnel from 6 military industry enterprises and research institutes are surveyed with questionnaire. The results show that:①career adaptability negatively predicts turnover intention, and innovative behavior partially mediates the relationship above; ②proactive personality and altruistic behavior positively moderate the relationship between career adaptability and innovative behavior separately; ③altruistic behavior completely mediates the positive moderating effect between career adaptability and innovative behavior. Theoretical and practical implications of this study are also discussed.〖JP〗