企业师徒非正式指导关系的形成及其对员工职业发展的影响

发布时间：2018-12-10 11:11

【摘要】：师徒指导关系(导师制)被定义为资深者和资浅者之间的一种关系,通过这种关系资深者向资浅者的职业生涯发展提供引导、支持和反馈。本文分三个阶段追踪调查了中国某高新技术企业处于职业发展早期174名员工。在此基础上,探讨了员工主动性个性特征在师徒非正式指导关系形成中的重要作用,及非正式师徒指导关系的不同功能(如职业指导、心理社会指导、保护与指引)对员工职业成功(包括主观成功及客观成功)的区别影响。基于结构方程模型的研究结果表明:(1)员工主动性个性特征越明显,越容易形成非正式的指导关系;(2)关系及建言两种主动性行为在这一关系中起到了中介作用;(3)一段良好的职业指导关系能显著提高员工的主观与客观职业成功。最后,本文讨论了研究结果的理论贡献以及对中国企业人力资源管理实践的指导意义,并提出了一些可行的未来研究方向。
[Abstract]:Mentorship (mentorship) is defined as a relationship between the senior and the underprivileged, through which the senior provides guidance, support and feedback to the career development of the underachievers. In this paper, 174 employees of a Chinese high-tech enterprise in the early stage of career development were investigated in three stages. On this basis, this paper discusses the important role of the active personality characteristics of employees in the formation of the informal guidance relationship between teachers and disciples, and the different functions of the informal guidance relationship (such as career guidance, psycho-social guidance, etc.) The impact of protection and guidance on employee career success (including subjective success and objective success). The results based on the structural equation model show that: (1) the more obvious the active personality characteristics of employees, the easier it is to form informal guidance relationship, (2) the relationship and the constructive initiative behavior play an intermediary role in this relationship; (3) A good career guidance relationship can significantly improve the subjective and objective career success of employees. Finally, this paper discusses the theoretical contribution of the research results and its guiding significance to the practice of human resources management in Chinese enterprises, and puts forward some feasible research directions in the future.
【作者单位】：澳门大学工商管理学院;上海交通大学安泰经济与管理学院;
【基金】：国家自然科学基金项目(71222201) 上海市曙光计划(12SG20)
【分类号】：F272.92

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