The Relationship Between The New Generation Of Employees' Professional Mission And Work Commitment

The “Motivation” has always played core role in the study on human resources management and organizational behavior.Especially in the knowledge economy times,new generation staff,basically refers to the generation after 80 s or 90 s,is gradually dominating the labor market in China.Comparing with the generation after60 s and 70 s,cognition of new staffs is different from their predecessors' in the aspect of values of life,career development,job satisfaction and happiness,and thus brings about a series of problem,such as high rate of resignation and low work engagement.And the question in the minds of most enterprise managements is how we should motivate those new staffs.In other words,how to form an sustaining motivative mode to motivate existing workers and meet their personal needs.This is the focus both in academia and practical field.Rather than meeting survival needs,the purpose of people's hardworking is to search for the meaning in their work,dedicate passionately to their mission and enjoy a fun experience,which means people do believe that some king of spirtual strength exists in the working situation and motivates new generation staff far more effectively.In this context,the concept of career calling came into being and was defined as the spiritual motivation,also called deep-rooted factors to urge people to work hard.On the basis of predecessors' research,this paper refers to the job demand-resources model and considers motivation through a lens of career construction theory to probe into two questions: Whether career calling is the strong motivation to their work engagement? What are the boundary conditions and mediation mechanism in the process of career calling's motivation? Besides,according to the broaden-and-build theory of positive emotions,people who have a career calling will make them to be a happier individual.And this positive work emotions further translate into the external performance.So given that perceived career development has become engine of positive emotions' translation,we deem that perceived career development is an intermediary variable factor between career calling and work engagement.Moreover,we are inspired by the job characteristicstheory's point that perceived work meaning reflects differences depending on the level of performance feedback,and this paper also explore performance feedback's moderate effect between career calling and work engagement.In conclusion,this paper proposes a mediated moderator model.Quantitative analysis is the main part of this paper,and we acquire 523 valid questionnaires,including 374 questionnaires of new generation staff,through proceeding questionnaire in enterprises of different sizes,ranging from small and medium to big,in Yunnan province.Besides,we utilize Stata13.0,SPSS22.0 and Amos22.0 to make a description of statistical analysis,multiple regression,bootstrap and a testing of validity and reliability.Through the study,the main conclusion of this paper are as follows:(1)Career calling has an significantly positive impact on work engagement;(2)Career calling has an significantly positive impact on perceived career development;(3)Perceived career development has an significantly positive impact on work engagement;(4)Perceived career development is a partial mediator between the relation of career calling and work engagement;(5)Performance feedback positively moderates the relation of career calling and perceived career development;(6)Moderating effect of performance feedback can act on work engagement positively through the mediation effect of perceived career development.