作为城市社会发展不可或缺的一部分,新生代农民工在产业转型升级的持续推进以及城市化进程的不断深化的过程中产生了两极分化:一部分新生代农民工对企业缺少情感承诺,离职频繁,而另一部分新生代农民工长期留在企业,并成为企业未来发展的人才储备.由此,新生代农民工面对相同环境所呈现出的不同态度及行为方式就成了一个值得关注的问题.本文采用问卷调查的方法,以新生代农民工为研究对象,考察了中国组织情景下指导关系(职业发展指导和社会心理指导)对新生代农民工情感承诺的影响以及亲和需求动机、成就需求动机在上述关系中所起的调节效应.分析结果表明:(1)指导关系对情感承诺具有显著正向影响;(2)亲和需求动机对指导关系(职业发展指导和社会心理指导)与情感承诺的关系具有显著正向调节效应;(3)成就需求动机对职业发展指导与情感承诺的关系具有显著正向调节效应,对社会发展指导与情感承诺之间的关系不具有调节效应.在此基础上,提出企业开展指导关系项目的对策与建议.%As an integral part of urban and social development and an important driving force from "Created in China" to "Made in China",there is polarization in new-generation migrant workers who face continuous promotion of industrial transformation,and the deepening urbanization process.Some new-generation migrant workers leave frequently,who are toing and froing in different enterprises in the same city and different cities.The other new-generation migrant workers with high emotional commitment stay with the enterprise,and become talent reserve for the enterprise'future development.Thus,it is important to focus on the phenomenon of different attitudes and behaviors of new-generation migrant workers in the same environment.New-generation migrant workers,who have high emotional commitment,can not only alleviate "shortage of migrant workers" but also achieve stable employment and high quality employment of new-generation migrant workers.Through using the method of questionnaire investigation,and taking new-generation migrant workers in Jiangsu as research objects,the article analyzes the relationship between the mentoring and the affective commitment in China organizational context,and the mediation of need for achievement motivation and need for affiliation motivation.The analysis results show that:(1) The mentoring has significant positive correlation with affeetive commitment;(2) The need for affiliation motivation positively mediates the relationship between mentoring and affective commitment;and (3) The need for achievement motivation positively mediates the relationship between vocational development mentoring and affective commitment.Social psychological mentoring has no moderating effect on the relationship between mentoring and affective commitment.From a theoretical perspective,this present paper helps the pursuit of personal development,and ennches the understanding of new-generation migrant workers with need for affiliation motivation and need for achievement motivation.Meanwhile,this paper expands the subject and the outcome variable by examining the effect of mentoring relationship in new-generation migrant workers.In addition,this paper also found the boundary conditions between the mentoring relationship and affective commitment,that is,there are different effects on the relationship between mentoring and affective commitment of new-generation migrant workers with different needs.From a practical perspective,the article puts forward to actively carry out mentoring relationship programs to improve emotional commitment of new-generation migrant workers and adjust the focus of mentoring relationship program according to the different motivations of new-generation migrant workers.At the same time,in order to ensure good performance of the mentoring relationship program,many countermeasures can be referenced and used.For instance,companies can incorporate mentoring relationship into a formal system of the enterprise,and establish the system to select and train the mentor.The performance from mentoring relationship will be embedded in the index system of performance to evaluate the mentor and the protégé,and provide certain rewards and recognitions according to the actual performance of the protégé in order to further strengthen the mentoring relationship effect.
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