80后知识型员工职业幸福感结构及其问卷编制

本文通过编制80后知识型员工职业幸福感量表，对广西等地的238名知识型员工进行问卷调查，探讨了80后知识型员工职业幸福感的结构。其中，探索性因素分析表明职业幸福感由四个维度构成；验证性因素分析表明编制的知识型员工职业幸福感4因素模型具有较好的拟合效果。     

职业妥协研究:量表开发及对职业承诺与工作倦怠的预测作用

本文在整合了已有职业妥协相关研究的基础上,探讨了职业妥协的概念和结构,并通过访谈、开放式问卷调查等方法初步编制了职业妥协量表;运用项目分析、探索性因素分析、验证性因素分析等方法,对初步编制的量表进行修订和验证。结果表明,员工职业妥协的主要结构包括发展机会妥协、职业匹配妥协和社会期望妥协3个方面,所开发的量表具有良好的信度、效度。其次,本文基于两波次的数据,检验了职业妥协对后续的职业承诺与工作倦怠的影响作用,结果表明,职业妥协与职业承诺负相关,与工作倦怠正相关,在职业妥协的3个因子中,社会期望妥协对预测职业承诺和工作倦怠的增值效度最低,而职业匹配妥协的增值效度最高。     

动态职业环境下职业成长与组织承诺的关系

选取感知机会来描述企业员工所处的职业环境,研究动态职业环境下职业成长对组织承诺的影响机理.通过对9个城市961位企业员工进行问卷调查,采用验证性因素分析、相关分析、多元回归进行实证分析.研究发现:员工职业成长4个维度对情感承诺具有正向影响,并共同解释情感承诺40%的变异;除职业能力发展外,职业成长其余3个维度对持续承诺...     

职业成长与离职倾向:职业承诺与感知机会的调节作用

本文构建了职业成长对离职倾向的关系模型,实证分析了职业成长对离职倾向的作用机理。识别了职业成长与离职倾向关系中的两个重要调节变量,即职业承诺和感知机会。通过对九个城市961名企业员工的调查,采用回归分析处理数据,研究结果表明:职业成长对离职倾向具有很好的预测作用,职业成长四个因素对离职倾向均存在显著的影响;职业目标进展与职业能力发展交互作用于离职倾向;职业承诺越高的员工,他们对自身的职业能力发展、晋升速度越加关注,更可能会因为职业能力发展受限和晋升速度缓慢而产生高的离职倾向;随着员工感知机会的增加,职业成长对离职倾向的预测作用逐渐增强。     

"员工流动成长效应":结构模型构建与实证分析

本文分析了"员工流动成长效应",通过访谈和问卷调查获得数据,采用项目分析、探索性因子分析以及验证性因子分析等方法,构建和检验了"员工流动成长效应"的结构模型。研究表明,"员工流动成长效应"是个并列的七因子构念,这七个因子包括发展空间、创新能力、社会能力、职业能力、自我认知、工作业绩和报酬水平。文章通过ANOVA差异分析检验了主动流动与被动流动两种流动类型"员工流动成长效应"的差异。结果表明,主动流动与被动流动在发展空间、社会能力、职业能力、工作业绩以及报酬水平五个方面存在显著差异,而在创新能力、自我认知两个方面的差异则不显著。     

关于新入职员工心理契约的结构探索与验证

从心理契约的概念出发,采用半结构化访谈、问卷探索型因素分析与验证型因素分析等方法来探讨新入职员工心中的心理契约概念.在研究1中,对645名新入职员工进行问卷调查.结果显示,心理契约包含了员工义务和组织义务2个层次,其中每个层次又包括了交易义务和关系义务2个维度,结果分析显示了良好的信度与效度.在研究2中,用197名新员工数据验证了研究1中得到的概念结构,多重模型比较的实证性因素分析结果表明,心理契约的二维模型能够最好地拟合数据结果.     

知识型员工职业召唤、职业承诺与工作态度关系研究

对中国情景下知识型员工的职业召唤对组织承诺、工作满意度、离职意愿等工作态度的影响以及职业承诺在职业召唤与上述工作态度的中介作用进行实证检验。基于自我决定理论和已有关于召唤的相关研究结论,提出职业召唤-职业承诺-工作态度的关系假设模型,并以981位国有、民营及外(合)资企业的知识型员工作为研究对象,通过结构方程建模进行实证检验。研究结果表明,中国情景下知识型员工的职业召唤对组织承诺、工作满意度和离职意愿均有显著正向影响,职业承诺完全中介职业召唤与工作满意度和离职意愿的关系,部分中介职业召唤与组织承诺的关系。在中国情景下验证西方关于职业召唤的研究结论,结果表明职业召唤的培养对企业知识型员工的职业承诺、组织承诺和工作满意度均具有十分重要的作用,为职业召唤理论在中国情景下的验证和完善以及知识型员工的管理理论和企业实践提供新的视角。     

个体职业生涯管理对专用性人力资本的影响研究

本文基于人力资本理论,探讨中国情境下的员工职业生涯管理对专用性人力资本的作用机制。以202名知识型员工为研究对象,运用结构方程模型的方法进行实证分析。研究结果显示,员工职业生涯发展影响人力资本专用性水平,在个体职业生涯管理的三个维度中,职业探索、职业目标和职业策略对员工专用性人力资本有显著的正向影响。     

煤炭企业核心员工工作满意度的结构方程模型分析

本文以徐州矿务集团为研究对象,应用结构方程模型,构建和验证了影响核心员工工作满意度的多维模型,考察了影响煤矿企业核心员工工作满意度的决定性因素。研究结果表明:工作单调性、工作负荷对工作满意度有显著的负面的影响,工作参与度、职业成长度,同事支持度对工作满意度有显著的正面影响。并据此提出了提高核心员工工作满意度的建议。     

产品属性测量中的二维结构：一项实证研究

通过实证研究验证产品属性测量中的二维结构现象,并开发测量产品功能性和享受性属性的量表.通过文献回顾、设计量表、收集数据、信度检验和效度检验以及结构方程模型分析等对测量中的二维结构问题和如何开发测量量表进行了充分讨论.研究的理论贡献在于2个方面:[1]同时研究同一产品的享受性和功能性属性;[2]验证了产品属性测量中存在的二维结构,为未来研究找到了一个全新的视角.最后,还讨论了研究的管理意义和局限性.     

Crescendo Model of Career Motivation and Commitment: Identity, Insight, and Resilience

This paper provides an experiential exercise to increase understanding of employees' career motivation and commitment and its relation to employees' perception of identity, insight, and resilience. Three separate conditions influencing employee attraction to career orientation are self-identity, insight, and resilience. These three component dimensions of employee career motivation are outlined and used to define an eight-phase crescendo model through which individuals tend to pass in their decision to form an affective career commitment. The analysis supports the notion of a stepwise movement from identity to insight to resilience in strengthening employees' career motivation and demonstrates how progressive phases are associated with career commitment. Although the levels and phases are progressively prepotent and valenced in predicting employee propensity to form an enduring career commitment, different patterns and paths through the phases for individuals are indicated.     

Stability and dominance in career success orientation in South Korean employees

This study explored whether career orientation is stable and whether predominant types exist by looking at the differences in specific demographic variables (age, years of work experience, employment level, gender, type of job and education level). These were examined through the framework of career success orientation in a Korean wireless communications company. The findings show that career success orientations were not the same by age, length of work experience, and employment level, and dominant career success orientations were based only on education level. The results imply that there are either generation differences or changes in career orientation and that theoretical re-investigation is needed in researching dominant career orientation by gender.     

核心自我评价、组织支持对主客观职业成功的影响:人-情境互动的视角

以212名企业员工为研究对象,考察了核心自我评价、组织支持以及二者的交互作用对主客观职业成功的影响。研究结果表明:主观职业成功(工作、职业和生活满意度)和客观职业成功(收入、晋升次数和速度)是2种相关但不同的职业成功类型;核心自我评价和组织支持对主客观职业成功均有一定的影响,但它们对客观职业成功的影响效果弱于社会-人口和人力资本特征;与特质激发理论相一致,核心自我评价和组织支持在对职业成功的影响上存在一定的交互效应,表现为组织支持会强化核心自我评价对职业成功的正向影响,且高核心自我评价的员工在得到高组织支持时有最高的职业成功水平。     

Career transition in the Chinese context: a case study

This study explores career transition in the transitioning Chinese context. Given the transitioning nature in the overall Chinese society and the affected individuals involved in equally massive career transitions, this study investigates the career transition phenomenon through the lens of an MBA case in China. We examine career transition types and associated constraints and challenges. Two distinctive types of career transitions emerged as context specific career transitions that have not been documented in the literature. As the study only presented the tip of the iceberg of the large-scale career transition taking place in China, we further discuss the implications and future research directions on the career transition phenomenon.     

自我职业生涯管理与职业生涯成功的关系研究

运用问卷调查方法,研究了自我职业生涯管理(ICM)以及职业承诺对职业生涯成功的影响及其影响机制。职业生涯成功包括职业生涯竞争力和满意度2个因素,通过对IT行业员工调查所获得的315份有效问卷的数据分析,发现在控制了人口学变量后,ICM和职业承诺仍然对职业生涯成功有预测作用,而且职业承诺的影响部分地通过ICM中介影响职业生涯成功。     

The effects of organizational learning climate,career-enhancing strategy,and work orientation on the protean career

The concept of the protean career has been discussed in the career development field over the last three decades. The main purpose of this study was to conduct an empirical assessment of the individual protean career attitude and investigate the relationships between the protean career attitude and other variables such as organizational learning climate, individual career-enhancing strategy and work orientation. The hypotheses were investigated through a correlation and a path analysis of data from 244 employees of a Korean financial company. The results provide useful information on the direct effects of career-enhancing strategy and work orientation on the protean career attitude. In addition, an indirect effect of organizational learning climate was identified.     

Transfer from expatriate to local contracts: a multiple case study of an unexpected career transition

The transfer of company-assigned expatriate employees from balance sheet expatriate contracts to local contracts is an alternative international assignment compensation strategy increasingly adopted by global corporations. Despite its growing popularity, there is a significant lack of research on the impact (both professional and personal) of transferring employees from expatriate to local contracts. The purpose of this qualitative case study was to investigate this emerging international HR trend, with specific focus on exploring the experiences of career transition of company-assigned long-term expatriates (delayed localization) to local contracts at multinational organizations located in Sweden and America. Eight individual cases were analyzed. Findings revealed that localization was an unexpected career transition, a negative type of career shock, characterized by limited support from employers, mentors, and local colleagues. The findings further indicated that localization was a type of career transition rather different from other previous career transitions experienced by participants; it represented a major career and life transition. Based on the findings, we proposed HRD interventions to assist expatriates during the transition from expatriate to local contracts. Areas for future research are also suggested.     

Proactivity and work experience as predictors of career-enhancing strategies

The present study aims to enhance researchers' understanding of career self-management behaviour by introducing proactivity along with human capital variables into the analysis. By modelling employees' career strategies, this empirical investigation assesses the relative importance of human capital predictors as well as that of proactive personality. A survey was conducted using a structured questionnaire. There were 328 participants in the survey, consisting of individuals working for firms across all sectors of the Greek economy. Factor analysis was used to form implemented career strategies reported in the survey. Regression analysis was applied for assessing the impact of each predictor on career self-management behaviour. The main findings indicate that the primary sources behind shaping employees' career strategies are their own proactive personality and their work experience in full-time jobs. The importance of combining human capital variables with employees' proactivity in modelling career development is stressed by the present study.