野心家取向概念、结构、测量及信效度检验

发布时间：2018-01-27 08:04

本文关键词： 野心家取向非绩效取向职业生涯发展问卷编制　出处：《华中师范大学》2016年硕士论文　论文类型：学位论文

【摘要】：野心家取向是指员工以非绩效取向的方式追求职业生涯发展的倾向。本研究开发野心家取向问卷,旨在探讨野心家取向的结构并调查分析中国文化背景下企业员工野心家取向的现状。本研究先后通过访谈、探索性因素分析和验证性因素分析得到以下研究结果：(1)野心家取向问卷包括5个维度18个项目,分别是人际关系、对雇主不坦诚、生涯目标与组织利益不一致、印象管理、欺骗操纵。(2)本问卷具有较好的信效度。问卷总的信度为0.813,各个维度系数都在0.57以上。在结构效度上,经过探索性因素分析,问卷抽取的5个因子对方差解释率达到57.57%,验证性因素分析报告中的拟合指标为：x2/df=1.877, GFI=0.910, TLI=0.865, CFI=0.890, IFI=0.893, RMR=0.056, RMSEA=0.058,模型拟合良好。野心家取向各维度和马基雅维利主义问卷的相关在0.33到0.49之间,符合效标效度的要求。(3)从野心家取向的总体看,人际关系维度得分最高,其次是印象管理、对雇主的不坦诚、生涯目标与组织利益不一致,得分最低的是欺骗操纵。具体到人口学变量,野心家取向总分在职位类别上差异显著,高层管理者野心家取向的程度要高于中层和基层管理者。(4)具体到各维度上,野心家取向除在学历、婚姻状况和目前从事的职业方面不存在显著差异外,在其他人口学变量如性别、年龄、工作年限、目前所在单位的性质和在本单位所处的职位上均有显著差异。
[Abstract]:Careerist orientation refers to the tendency of employees to pursue career development in a non-performance-oriented manner. The purpose of this study is to explore the structure of careerist orientation and to investigate and analyze the current situation of enterprise employee careerist orientation in the context of Chinese culture. Exploratory factor analysis and confirmatory factor analysis obtained the following research results: 1) the ambitious family orientation questionnaire includes 18 items of 5 dimensions, which are interpersonal relationships and dishonest with employers. Career goals and organizational interests are inconsistent, impression management, deception manipulation. 2) this questionnaire has a good reliability and validity. The total reliability of the questionnaire is 0.813. The coefficients of each dimension are above 0. 57. In terms of structural validity, through exploratory factor analysis, the interpretation rate of the difference between the five factors extracted by the questionnaire is 57.57%. The fitting indexes in the confirmatory factor analysis report were: 1. 877, 1. 877, 0. 910, 0. 865, CFI=0.890. IFI 0.893, RMR 0.056, RMSEA=0.058. The correlation between each dimension of ambition orientation and Machiavellian questionnaire is between 0.33 and 0.49, which meets the requirement of criterion validity. Interpersonal relationship dimension scored the highest, followed by impression management, not honest to the employer, career goals and organizational interests are not consistent, the lowest score is cheating manipulation. Specific demographic variables. The total score of careerist orientation is significantly different in job category, and the degree of top-level managers' orientation is higher than that of middle-level and basic-level managers. There was no significant difference in marital status and occupation, but there were significant differences in other demographic variables such as sex, age, working years, the nature of the current unit and the position in the unit.
【学位授予单位】：华中师范大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：B849

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