本研究将“个体中心”视角引入到指导关系研究中,采用潜在剖面分析探索了企业员工的指导关系剖面。对381份企业员工的问卷数据进行分析,发现指导关系存在三个剖面:疏离型、职业支持型和亲密型。这三个剖面代表三类群体,这些群体不仅包括量化差异,也包括质性差异。本研究进一步地将指导关系剖面应用于调节效应分析,以探讨未来工作自我清晰度与主动职业行为之间关系在不同群体中的差异。结果显示:在疏离型群体中,未来工作自我清晰度对主动职业行为的正向预测作用不显著;在职业支持型和亲密型群体中,未来工作自我清晰度显著正向预测主动职业行为。 In this study, “Individual Center ” perspective was introduced into the study of the relationship between guidance, using the potential profile analysis to explore the employee relationship guidance profiles. An analysis of questionnaire data from 381 corporate employees found three profiles of mentoring: alienation, career support, and intimacy. These three profiles represent three groups, which include not only quantitative differences but also qualitative differences. This study further applies the guidance relationship profile to the adjustment effect analysis to explore the differences in self-definition and active occupational behavior between different groups in future work. The results show that in the alienated population, the self-definition of future work has no significant positive predictive effect on active occupational behavior. In career supportive and intimate groups, future work self-definition significantly positively predicts active occupational behavior.