As the competition between enterprises intensifies, employees have witnessed a decline of psychological health year by year and severe anxiety and depression. To ensure the normal work of employees, it is important to implement psychological occupational therapy intervention (POTI). The previous studies on corporate occupational values focus on the behavioral variables and attitude variables related to occupations. The research paradigm does not suit a specific group of employees. Therefore, this paper explores the individual differences in POTI guided by the realization of occupational values. For a specific group of employees, the correlations of the psychological problems with job attitude, job involvement, and psychological health level were reasoned logically, a theoretical model was established, and the full-model map was plotted to illustrate the influence of the realization of occupational values over POTI. Then, the evaluation data on the psychological intervention effect of 2,800 employees were explored based on multikernel learning, and an individual difference prediction model was constructed through multikernel learning. Finally, the predicted results of different groups of employees were compared, revealing the effectiveness of our algorithm.

Despite growing evidence to suggest that corporate social responsibility (CSR) is positively related to employees' work engagement, empirical support for this relationship has been limited, especially in the Chinese cultural context. In this study we examined the association between CSR and employees' work engagement in China, and proposed guanxi (social interaction outside of work) of supervisor and subordinates as a mediator of this relationship. The sample consisted of 211 people employed in various industries who were concurrently studying for a Master of Business Administration at a Chinese university. The results of structural equation modeling revealed there was a positive and significant relationship between participants' perceived CSR and their work engagement, and that supervisor–subordinate guanxi partially mediated this relationship. Our findings indicate the importance of Chinese employees' perceived CSR and supervisor–subordinate guanxi for enhancing work engagement.