| "Hard power,soft power,in the final analysis,depends on the strength of talents".Since the 18 th National Congress of the Communist Party of China,General Secretary Xi Jinping has profoundly expounded the important role of scientific and technological talents on many important occasions such as the Central Talent Work Conference.In the process of building an innovative country,the majority of scientific researchers are an indispensable subject in the national science and technology strategy.Therefore,maintaining the innovation vitality of scientific researchers is of great strategic significance for my country to implement the strategy of scientific and technological innovation and promote the improvement of my country’s scientific and technological level.The survey shows that the current Chinese researchers are under great pressure and have a low level of mental health,which seriously hinders the development of their creativity.How to create a good scientific research ecological environment for scientific researchers,reduce the negative emotions of scientific researchers,and ensure the level of well-being while improving their performance has become an important problem to be solved urgently.Existing research has confirmed that calling is an important promoter of individual job performance and well-being.From this,we speculate that stimulating the calling of scientific researchers can effectively solve the current problems of low work efficiency,lack of innovation vitality,and high levels of depression and anxiety.However,there is still a lack of in-depth research on how the sense of calling affects individual job performance and well-being at the same time,and what boundary conditions exist,which limits the effectiveness of organizational management strategies.Therefore,this study takes into account job performance and well-being,and explores the mediating path and moderating variables of the impact of calling on the work performance and well-being of researchers,so as to help scientific research institutions implement specific management measures to improve the performance and well-being level of researchers.Conservation of resources theory emphasizes that people tend to seek,obtain,retain and protect resources.As an emotional resource,calling can increase the resource stock of individuals.Therefore,individuals with calling will have more initial resources,and on this basis activities on resource creation and conservation.Calling has a positive impact on the job performance and well-being of researchers through the process of resource creation(approaching job crafting),and the resource protection process(avoidance job crafting)can only mediate calling and job well-being.The positive relationship between work autonomy and work autonomy plays an important moderating role in the above process.Therefore,this study adopts conservation of resources theory to analyze the mechanism of the effect of calling on individual work performance and well-being,and proposes the following five hypotheses:(1)The sense of calling has an impact on individual work performance and employee well-being;(2)Approaching job crafting plays a mediating role between career calling,individual job performance,and employee well-being;(3)Avoidant job crafting plays a mediating role between career calling and employee well-being.There is no mediating role between career calling and job performance;(4)job autonomy plays a positive moderating role between calling,approach job crafting,and avoidance job crafting,respectively;(5)Work autonomy has three effects on the calling to the employee’s sense of well-being through approaching job crafting,the job performance through approaching job crafting,and the well-being through avoidance job crafting.The mediating effect plays a moderating role,and the moderating effect of job autonomy on the indirect effect of job autonomy on job performance through avoidance job crafting does not hold.This study conducted a questionnaire survey with researchers as the research objects,and collected data at three time points to measure the six aspects of calling,job autonomy,approaching job crafting,avoidance job crafting,job performance and employee well-being.A total of 257 valid questionnaires were collected.Mplus7.4,SPSS22.0,AMOS22.0 and other software were used for data analysis and hypothesis testing.The empirical results support the research hypothesis.In general,based on the theory of resource conservation,this study explores the mediating path and boundary conditions of the impact of calling on the job performance and well-being of researchers,which is helpful for individuals to understand the impact of calling on the two outcome variables.The impact of the research has deepened the researchers’ understanding of the impact mechanism of calling on individual performance and wellbeing.At the same time,this study provides theoretical and practical enlightenment for scientific research institutions to stimulate the innovation vitality of scientific researchers,improve their performance and well-being levels. |
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