THE DEVELOPMENT OF A MODEL OF TEACHERS’ WORK ENGAGEMENT IN ENTERPRISE INTERNSHIP IN HENAN, CHINA
คำสำคัญ:
Work Engagement, Psychological Contract, Perceived Organizational Support, Job Embeddedness, Enterprise Internship, Vocational Educationบทคัดย่อ
Improving the work engagement of “Double-qualified” teachers has become increasingly important in Chinese vocational higher education, particularly as vocational teacher training continues to expand. This study examined how perceived subjective norms (PSN), perceived organizational support (POS), and job embeddedness (JE) relate to psychological contract (PC) and teachers’ work engagement (TWE) during enterprise internship activities in vocational education settings. Enterprise internship (EI) was further considered an important situational factor in these relationships. A mixed-methods approach was employed. Quantitative data from 408 valid questionnaires were analyzed using CFA and SEM in SPSS 27 and AMOS 27, while qualitative data from interviews and open-ended questionnaires were coded in MAXQDA 2020. SEM results showed significant positive effects of PSN (β = 0.239), POS (β = 0.339), and JE (β = 0.223) on PC, which strongly predicted TWE (β = 0.529). Mediation effects of PC and moderating effects of EI were confirmed (PSN × EI: β = 0.219, p = .024; POS × EI: β = 0.188, p = .046; JE × EI: β = 0.148, p = .001). The model demonstrated a good fit (CFI = 0.960, RMSEA = 0.043). Psychological contract emerged as a key factor associated with teachers’ work engagement, while enterprise internship appeared to reinforce this relationship in vocational education contexts. These findings may contribute to the refinement of teacher training practices and the long-term development of “Double-qualified teachers in Chinese vocational higher education.
เอกสารอ้างอิง
Azim, M. T., & Islam, M. M. (2022). Role of religiosity, social factors, and perceived subjective norms on entrepreneurial intention: a study on tertiary level students. Journal of Global Entrepreneurship Research, 12(1), 341-356. https://doi.org/10.1007/s40497-022-00333-1
Behery, M., Paton, R. A., & Hussain, R. (2012). Psychological contract and organizational commitment: The mediating effect of transformational leadership. Competitiveness Review: An International Business Journal, 22(4), 299-319. https://doi.org/10.1108/10595421211247141
Billett, S. (2010). The perils of confusing lifelong learning with lifelong education. International Journal of Lifelong Education, 29(4), 401-413. https://doi.org/10.1080/02601370.2010.488803
Costa, N., & Oliveira, C. M. (2023). Psychological contract and engagement: A study of the higher education teachers in Portugal. Management in Review, 1(1), 11-20. https://doi.org/10.61282/mir.v1i1.1
De Vos, A., & Meganck, A. (2008). What HR managers do versus what employees value: Exploring both parties' views on retention management from a psychological contract perspective. Personnel Review, 38(1), 45-60. https://doi.org/10.1108/00483480910920705
Dechawatanapaisal, D. (2022). Do broken promises matter? The effects of psychological contract breach on job embeddedness and nurses' work attitudes. International Journal of Workplace Health Management, 15(4), 515-533. https://doi.org/10.1108/IJWHM-07-2021-0143
Dong, L., Ji, T., Zhou, G., & Zhang, J. (2022). Subjective norms or psychological empowerment? Moderation effect of power distance on knowledge sharing. Sustainability, 14(21), 14407. https://doi.org/10.3390/su142114407
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507. https://doi.org/10.1037/0021-9010.71.3.500
Felps, W., Mitchell, T. R., Hekman, D. R., Lee, T. W., Holtom, B. C., & Harman, W. S. (2009). Turnover contagion: How coworkers' job embeddedness and job search behaviors influence quitting. Academy of Management Journal, 52(3), 545-561. https://doi.org/10.5465/amj.2009.41331075
Guchait, P., Cho, S., & Meurs, J. A. (2015). Psychological contracts, perceived organizational and supervisor support: Investigating the impact on intent to leave among hospitality employees in India. Journal of Human Resources in Hospitality and Tourism, 14(3), 290-315. https://doi.org/10.1080/15332845.2015.1002070
He, Z., Chen, L., & Shafait, Z. (2023). How psychological contract violation impacts turnover intentions of knowledge workers? The moderating effect of job embeddedness. Heliyon, 9(3), e14409. https://doi.org/10.1016/j.heliyon.2023.e14409
Holtom, B. C., Mitchell, T. R., & Lee, T. W. (2006). Increasing human and social capital by applying job embeddedness theory. Organizational Dynamics, 35(4), 316-331. https://doi.org/10.1016/j.orgdyn.2006.08.007
Jing, J., & Yan, J. (2022). Study on the effect of employees’ perceived organizational support, psychological ownership, and turnover intention: A case of China’s employee. International Journal of Environmental Research and Public Health, 19(10), 6016. https://doi.org/10.3390/ijerph19106016
Karjaluoto, H., & Leppaniemi, M. (2013). Social identity for teenagers: Understanding behavioral intention to participate in virtual world environment. Journal of Theoretical and Applied Electronic Commerce Research, 8(1), 1-16. http://dx.doi.org/10.4067/S0718-18762013000100002
Lam, T., Baum, T., & Pine, R. (2003). Subjective norms: Effects on job satisfaction. Annals of Tourism Research, 30(1), 160-177. https://doi.org/10.1016/S0160-7383(02)00047-6
Mathieu, C., Fabi, B., Lacoursiere, R., & Raymond, L. (2016). The role of supervisory behavior, job satisfaction and organizational commitment on employee turnover. Journal of Management and Organization, 22(1), 113-129. https://doi.org/10.1017/jmo.2015.25
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11-37. https://doi.org/10.1348/096317904322915892
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102-1121. https://doi.org/10.5465/3069391
Ngobeni, D. A., Saurombe, M. D., & Joseph, R. M. (2022). The influence of the psychological contract on employee engagement in a South African bank. Frontiers in Psychology, 13, 958127. https://doi.org/10.3389/fpsyg.2022.958127
Olaleye, B. R., Lekunze, J. N., & Olorunsola, F. F. (2024). Exploring the Link Between Customer Satisfaction, Service Quality, and Perceived Organizational Support: The Mediating Role of Relational Psychological Contract. Studia Universitatis “Vasile Goldis” Arad. Economics Series, 34(3), 60-78. https://doi.org/10.2478/sues-2024-0013
Rauner, F., & Maclean, R. (Eds.). (2008). Handbook of technical and vocational education and training research (Vol. 49). Springer. https://doi.org/10.1007/978-1-4020-8347-1
Ruzain, M. F. (2024). Effects of perceived organisational support and psychological contract fulfilment on work engagement. Semarak Advanced Research in Organizational Behaviour, 1(1), 1-9. https://doi.org/10.37934/sarob.1.1.19a
Salin, D., & Notelaers, G. (2017). The effect of exposure to bullying on turnover intentions: the role of perceived psychological contract violation and benevolent behaviour. Work and Stress, 31(4), 355-374. https://doi.org/10.1080/02678373.2017.1330780
Sylvia, G. R., Salman, S., Farooqi, Y. A., & Khyzer-bin-Dost, M. (2024). Role of Psychological Contract Breach in Perceived Organizational Support and Employees’ Performance. Pakistan Journal of Humanities and Social Sciences, 12(2), 1001-1015. https://doi.org/10.52131/pjhss.2024.v12i2.2137
Thomas, D. C., Au, K., & Ravlin, E. C. (2003). Cultural variation and the psychological contract. Journal of Organizational Behavior, 24(5), 451-471. https://doi.org/10.1002/job.209
Zhang, C. A., Tang, L., & Liu, Z. (2023). How social media usage affects psychological and subjective well-being: testing a moderated mediation model. BMC Psychology, 11(1), 286. https://doi.org/10.1186/s40359-023-01311-2
ดาวน์โหลด
เผยแพร่แล้ว
รูปแบบการอ้างอิง
ฉบับ
ประเภทบทความ
สัญญาอนุญาต
ลิขสิทธิ์ (c) 2026 Xiang Wei, Boonmee Nenyod, Lee-Hsing Lu
อนุญาตภายใต้เงื่อนไข Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
บทความที่ได้รับการตีพิมพ์เป็นลิขสิทธิ์ของ ผู้เขียน
ทัศนะและความคิดเห็นที่ปรากฏในบทความในวารสารเครือข่ายส่งเสริมการวิจัยทางมนุษยศาสตร์และสังคมศาสตร์จะถือเป็นความรับผิดชอบของผู้เขียนบทความนั้น และไม่ถือเป็นทัศนะและความรับผิดชอบของกองบรรณาธิการ
