地方行政机关公务员职业生涯高原影响因素研究
发布时间：2018-07-14 15:56
【摘要】：职业生涯高原是职业生涯管理的重要内容,通常它被理解为进一步晋升的可能性较小,以及进一步获得新知识与新技能的可能性较小。公务员工作一段时间后,有些人无法避免会产生职业生涯高原现象,导致工作积极性下降,工作满意度降低,工作效率低下,离职率增加等,会对其生活和工作产生不利影响。鉴于此,职业生涯高原越来越成为个人与组织共同关心的一个问题,研究职业生涯高原的影响因素就很必要,了解主要是哪些因素对职业生涯高原现象产生影响,才能更好的应对职业生涯高原状况。论文首先提出假设,设计问卷,此问卷由基本信息(8个)、职业高原状况题项(11个)、影响因素题项(12个)三大部分组成。本文分别从个人层面和组织层面提取变量进行研究,职业生涯高原采用我国学者谢宝国(2005)提出的层级高原、内容高原和中心化高原三维结构。通过问卷的发放、整理获得试验数据,建立多种模型对地方行政机关公务员职业生涯高原的影响因素进行分析,进而对假设进行论证,得出结论,根据结论提出相应的管理对策,从而指导地方行政机关公务员正确面对职业生涯高原问题,使他们在今后的工作中有更好的表现。
[Abstract]:Career plateau is an important part of career management. It is usually understood as less possibility of further promotion and less possibility of acquiring new knowledge and skills. After working for a period of time, some people can not avoid the phenomenon of career plateau, which leads to the decline of work enthusiasm, the decrease of job satisfaction, the inefficiency of work, the increase of turnover rate, and so on, which will have a negative impact on their life and work. In view of this, the career plateau has become an issue of mutual concern to individuals and organizations. It is necessary to study the influencing factors of the career plateau, and to understand which factors mainly affect the phenomenon of the career plateau. In order to better deal with career plateau conditions. This questionnaire consists of three parts: basic information (8), occupational plateau status (11) and influencing factors (12). In this paper the variables are extracted from the individual level and the organizational level respectively. The career plateau adopts the three dimensional structure of the hierarchical plateau content plateau and central plateau proposed by Xie Baoguo (2005). Through the issuance of questionnaires, collate the experimental data, establish a variety of models to analyze the factors affecting the career plateau of civil servants in local administrative organs, and then demonstrate the hypothesis and draw a conclusion. According to the conclusion, the author puts forward the corresponding management countermeasures, so as to guide the civil servants of local administrative organs to face the issue of career plateau correctly, so that they can have better performance in the future work.
【学位授予单位】：兰州财经大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
本文编号：2122163
[Abstract]:Career plateau is an important part of career management. It is usually understood as less possibility of further promotion and less possibility of acquiring new knowledge and skills. After working for a period of time, some people can not avoid the phenomenon of career plateau, which leads to the decline of work enthusiasm, the decrease of job satisfaction, the inefficiency of work, the increase of turnover rate, and so on, which will have a negative impact on their life and work. In view of this, the career plateau has become an issue of mutual concern to individuals and organizations. It is necessary to study the influencing factors of the career plateau, and to understand which factors mainly affect the phenomenon of the career plateau. In order to better deal with career plateau conditions. This questionnaire consists of three parts: basic information (8), occupational plateau status (11) and influencing factors (12). In this paper the variables are extracted from the individual level and the organizational level respectively. The career plateau adopts the three dimensional structure of the hierarchical plateau content plateau and central plateau proposed by Xie Baoguo (2005). Through the issuance of questionnaires, collate the experimental data, establish a variety of models to analyze the factors affecting the career plateau of civil servants in local administrative organs, and then demonstrate the hypothesis and draw a conclusion. According to the conclusion, the author puts forward the corresponding management countermeasures, so as to guide the civil servants of local administrative organs to face the issue of career plateau correctly, so that they can have better performance in the future work.
【学位授予单位】：兰州财经大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
【参考文献】
相关期刊论文 前3条
1 郭豪杰;;应对企业员工职业高原的激励策略[J];黄河水利职业技术学院学报;2010年02期
2 余琛;;职业生涯管理——当知识型员工遭遇职业高原[J];商场现代化;2008年26期
3 龙迪;;职业生涯高原成因与管理策略[J];商业时代;2009年10期
相关博士学位论文 前1条
1 李华;企业管理人员职业高原与工作满意度、组织承诺及离职倾向关系研究[D];重庆大学;2006年
相关硕士学位论文 前2条
1 李尔;IT企业研发人员职业高原现象成因及相关问题研究[D];暨南大学;2009年
2 秦蓝青;我国企业员工职业高原及其影响因素研究[D];山东大学;2009年
，本文编号：2122163
本文链接：https://www.wllwen.com/guanlilunwen/zhengwuguanli/2122163.html
