企业员工生涯适应力的结构及关系研究

发布时间：2018-12-18 18:38

【摘要】：生涯适应力是个体用来应对突然发生的、不可预知的事件的一种调适能力。近年来很多国外研究者的研究发现,个体的生涯适应力水平对其生涯发展至关重要。在当前国际竞争日趋激烈的背景下,提高企业员工的生涯适应力是提升企业和员工竞争力的途径之一。本研究选取了企业员工作为研究对象,通过对国际版生涯适应力问卷的修订、测量,并对生涯适应力的前因变量和结果变量进行了探讨,以期为个人生涯适应力的提升和企业的管理找到切实可行的切入点。研究主要被分成了三个部分,研究一的目的主要是修订一个适合于中国企业员工的生涯适应力问卷。研究二主要了解了中国企业员工的生涯适应力现状和对生涯适应力在人口/组织学变量上的差异进行了比较。研究三对组织支持感、自我职业生涯管理、生涯适应力和工作绩效四个变量间的关系进行了探讨。研究的主要结论如下:(1)对国际版生涯适应力问卷的结构进行了验证,确立了中国企业员工的生涯适应力问卷,问卷由生涯控制、生涯好奇、生涯信心和生涯关注4个维度组成。(2)企业员工生涯适应力整体处于中偏上水平,相比国外被试的生涯适应力水平要更低。(3)企业员工生涯适应力,在性别、学历、年龄和职位上存在显著性差异;不同工作种类的企业员工只有在生涯信心维度上存在显著性差异;不同企业性质的员工除了在生涯控制上不存在显著性差异,其余维度均存在显著性差异;不同工作年限的员工只有在生涯适应力总得分和生涯信心维度上存在显著性差异。(4)组织支持感、自我职业生涯管理、生涯适应力和工作绩效四个变量两两间都存在正相关关系。通过结构方程模型分析发现,自我职业生涯管理、生涯适应力两个变量在结构模型中起到了中介作用。
[Abstract]:Life adaptability is an individual's ability to cope with unexpected, unpredictable events. In recent years, many foreign researchers have found that the level of individual life adaptability is very important to their career development. Under the background of the increasingly fierce international competition, it is one of the ways to enhance the competitiveness of enterprises and employees to improve the career adaptability of employees. This study selects the enterprise staff as the research object, through the revision, the measurement to the international edition career adaptability questionnaire, and has carried on the discussion to the career adaptability antecedent variable and the result variable. In order to improve the adaptability of personal career and the management of enterprises to find a practical entry point. The research is divided into three parts. The purpose of the first study is to revise a career adaptability questionnaire for Chinese employees. In the second study, the present situation of Chinese enterprise employees' career adaptability and the differences in population / organizational variables were compared. The relationship between organizational support, self-career management, career adaptability and job performance was studied. The main conclusions of the study are as follows: (1) the structure of the international version of career adaptability questionnaire is verified, and the Chinese enterprise employees' career adaptability questionnaire is established, which is controlled by career and is curious about career. Career confidence and career concern are composed of four dimensions. (2) the overall level of career adaptability of enterprise employees is on the middle and upper level, and the level of career adaptability is lower than that of foreign subjects. (3) the career adaptability of enterprise employees, in gender, academic background, is lower than that of foreign subjects. There were significant differences in age and position. There are only significant differences in the career confidence dimension among the employees of different types of work, and there are significant differences in the other dimensions except in the career control of the employees in different enterprises. Employees with different working years only had significant differences in the total score of career adaptability and career confidence. (4) organizational support, self-career management; There is a positive correlation between the four variables of career adaptability and job performance. Through the structural equation model analysis, it is found that two variables, self-career management and career adaptability, play an intermediary role in the structural model.
【学位授予单位】：云南师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：B848

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