国防科技人员使命取向如何提升其工作旺盛力

国防科技人员工作旺盛力是推动我国国防科技工业持续发展的重要源泉，其形成机理备受学界和军工界关注且亟待开展实证研究。基于特质激活理论与自我决定理论，构建国防科技人员使命取向影响工作旺盛力有中介的调节效应模型。通过对5家军工科研院所及企业607名国防科技人员进行调研，结果发现：科技人员使命取向对工作旺盛力有显著正向影响;发展型绩效考核正向调节以上二者间关系;自主性动机在使命取向与工作旺盛力关系间起中介作用;发展型绩效考核对使命取向与工作旺盛力关系的正向调节效应通过自主性动机中介路径实现。研究结论对于军工组织有效激发员工工作旺盛力、提升管理绩效具有启示价值。

How Does Calling Orientation of Defense Science &Technology Personnel Promote Their Thriving at Work

The thriving at work of defense science&technology R&D personnel is the driving source to promote thesustainable development of China's defense science &technologyindustry.Its formation mechanism receivesmore and more attentionfrom researchers and managers in recent years and needs to be empirically explored more in depth.Based on trait activation theory and self determination theory,weconstructa mediated moderation modelabout the relationship between calling orientation and thriving at work.Empirical data is collected from 607 defense science&technology R&D personnelin 5military and industryresearch institutesand enterprises.The results showthatcalling orientation of defense science&technology R&D personnelhas a significant positive impact on thriving at work; Developmental performance appraisal positivelymoderates the relationship between the two factors above.Autonomous motivation mediates the relationship betweencalling orientationandthriving at work.The positive moderate effect of developmental performance appraisal on the relationship between calling orientation and thriving is achieved through the mediatingeffect of autonomous motivation.These findings can help military and industryorganization increase staff's thriving atwork and improve the performance of management.