“80后”员工职业素质的结构及其与职业适应性的关系研究

发布时间：2018-03-20 15:02

本文选题：“80后”员工　切入点：职业素质　出处：《沈阳师范大学》2012年硕士论文　论文类型：学位论文

【摘要】：当今社会，竞争激烈，企业竞争的核心是人才的竞争，如何让自己企业员工成为“人才”，是很多领导特别关心的问题。而让员工成为“人才”的基础即提高他们的职业素质，素质提高了，相应的工作能力便加强了，员工则更加适应自己的工作，更能为企业创造利润，最终实现企业与员工的双赢。同时，“80后”员工已经逐渐成为社会的主力军，他们素质的好坏、能力的高低直接影响着整个社会经济的发展。故本研究将探讨“80后”员工职业素质的结构作为核心，分析“80后”员工职业素质的现状，探究其与职业适应性的关系，旨在提升“80后”员工增强自身职业素质的意识，提高职业适应性水平；希望能够提升企业选人、用人、育人、留人的科学性，为企业制定培训计划提供依据，营造企业的人文环境，本研究在查阅大量相关文献的前提下，以文献综述为基础，通过结构性访谈对“80后”员工职业素质的内容进行了收集，编制问卷的题项；以“80后”员工为研究对象，对“80后”员工职业素质的结构进行了项目分析、探索性和验证性因素分析，，并进一步对“80后”员工职业素质的特点及其与职业适应性的关系进行了系统讨论，结论如下: 1、“80后”员工职业素质的结构具有多维性，包括个人工作风格、个人工作态度、人际交往能力和分析式思考能力四个因子。自编的“80后”员工职业素质问卷信、效度良好，可作为有效的测量工具。 2、从“80后”员工职业素质整体水平上看，性别在“80后”员工职业素质各维度及总分上主效应显著；企业性质在职业素质的总分上主效应显著；学历在分析式思考能力维度主效应显著。性别、企业性质、学历三者在各维度及总分上的交互作用不显著，但性别和企业性质在个人工作风格维度上交互作用显著；性别和学历在个人工作风格、人际交往能力和总分维度上交互作用显著。 3、“80后”员工职业素质与职业适应性呈现显著正相关，个人工作态度、人际交往能力和分析式思考能力四个维度能够显著正向的预测员工的职业适应性。
[Abstract]:In today's society, competition is fierce, and the core of enterprise competition is the competition of talents. How to make our own employees become "talents" is a special concern of many leaders, and the basis of making employees become "talents" is to improve their professional quality. With the improvement of the quality, the corresponding working ability will be strengthened, and the employees will be more adaptable to their own work, more able to create profits for the enterprise, and finally realize the win-win situation between the enterprise and the staff. At the same time, the "post-80s" employees have gradually become the main force of the society. Their quality and ability directly affect the development of the whole society and economy. Therefore, this study will discuss the structure of the post-80s employees' professional quality as the core, and analyze the present situation of the post-80s employees' professional quality. The purpose of this study is to enhance the awareness of post-80s employees to enhance their professional quality and improve their level of professional adaptability, hoping to enhance the scientific nature of selecting, employing, educating and retaining people in enterprises. To provide the basis for enterprises to formulate training plans, to create a humanistic environment for enterprises, On the premise of consulting a large number of related documents, this study collected the contents of the post-80s employees' professional quality through structured interviews, compiled the items of the questionnaire, and took the post-80s employees as the research objects. This paper makes a project analysis, exploratory and confirmatory factor analysis on the structure of "post-80s" employees' professional quality, and further discusses the characteristics of "post-80s" employees' professional quality and their relationship with professional adaptability. The conclusions are as follows:. 1. The structure of post-80s employees' professional quality is multi-dimensional, which includes four factors: personal work style, personal work attitude, interpersonal communication ability and analytical thinking ability. It can be used as an effective measuring tool. (2) from the overall level of "post-80s" employees' professional quality, the main effect of gender is significant in the dimensions and total scores of "post-80s" employees' professional quality, and the main effect of enterprise nature is significant in the total score of professional quality. The main effect of academic degree is significant in the dimension of analytical thinking ability. The interaction among gender, enterprise nature and academic qualifications in each dimension and total score is not significant, but gender and enterprise nature have significant interaction in personal work style dimension. Gender and education had significant interaction in personal work style, interpersonal skills and total score. 3. There is a significant positive correlation between professional quality and professional adaptability of "post-80s" employees. The four dimensions of personal work attitude, interpersonal communication ability and analytical thinking ability can significantly positively predict the professional adaptability of employees.
【学位授予单位】：沈阳师范大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G718.5

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