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Probing the role of psychosocial career mechanisms in the harmonious work passion-career satisfaction link

机译：探索社会心理职业机制在和谐工作热情与职业满意度链接中的作用

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Purpose The purpose of this paper is to explore the association of harmonious work passion with career satisfaction, while probing the mediating role of employees' psychological career resources and career preoccupations as important psychosocial career mechanisms in this association. Design/methodology/approach This paper is a cross-sectional quantitative study comprising a sample of (n = 550) employees in various South African organisations. Findings The current study found that individuals' career preferences, career drivers, career harmonisers and career adaptation preoccupations are dynamic mechanisms that regulate the link between harmonious passion and career satisfaction. Research limitations/implications - The study is located in South Africa and was cross-sectional in design. Generalisation to other occupational contexts and establishing cause-effect relations were not possible. Practical implications - This paper demonstrates the usefulness of harmonious work passion as an additional positive psychological construct in understanding the psychosocial motivational career mechanisms that drive employees' career satisfaction. The mediating role of certain psychological career resources (i.e. flexible career preferences, career drivers and career harmonisers) and career adaptation preoccupations in the link between employees' harmonious passion and career satisfaction need to be considered in career management support practices. Social implications This paper demonstrates the growing need to better understand the psychosocial mechanisms that influence employees' career satisfaction. Originality/value The study contributed new insights that extend theory and research on the harmonious work passion phenomenon in relation to important career constructs in the work-career context by means of self-determination theory.
机译：目的本文的目的是探索和谐工作热情与职业满意度之间的联系，同时探讨员工的心理职业资源和职业偏爱作为这种协会中重要的社会心理职业机制的中介作用。设计/方法/方法本文是一项横断面定量研究，包括来自各个南非组织的（n = 550）名员工的样本。调查结果当前的研究发现，个人的职业偏好，职业驱动因素，职业和谐者和职业适应意识是调节和谐热情与职业满意度之间联系的动态机制。研究的局限性/意义-该研究位于南非，设计横断面。无法推广到其他职业背景并建立因果关系。实际的意义-本文证明了和谐的工作激情作为一种额外的积极的心理建构在理解推动员工职业满意度的社会心理动机职业机制中的作用。在职业管理支持实践中，需要考虑某些心理职业资源（即灵活的职业偏好，职业驱动者和职业和谐者）和职业适应问题在雇员的和谐热情和职业满意度之间的联系中所起的中介作用。社会影响本文表明，越来越需要更好地了解影响员工职业满意度的心理社会机制。独创性/价值该研究提供了新的见解，通过自决理论扩展了有关和谐的工作热情现象的理论和研究，该现象与工作生涯中重要的职业结构有关。

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