社会网络对企业管理人员职业生涯成功影响的实证研究

本文从社会网络的角度出发,基于社会交换理论,建立了社会网络对企业管理人员职业生涯成功的作用模型,并指出社会网络对职业成功两者之间的关系是通过网络利益(资源和职业支持)的中介作用实现的.本文以407位企业管理人员为研究对象,采用结构方程模型对假设模型进行检验,研究结果验证了网络利益(资源和职业支持)的中介效应.研究同时得出,社会网络各指标会对网络利益产生影响.相对于网络规模和网络异质性,网络密度和关系强度对于网络利益的获取有更为重要的影响.在网络利益对职业生涯成功作用的过程中,网络资源仅对管理人员职业满意度产生显著的正向影响,而职业支持对管理人员的职业生涯成功各指标都有显著的影响.文章最后指出了研究的局限性和未来研究方向.     

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。     

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。     

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。     

员工工作满意度调查问卷的有效性及民营企业员工工作满意度影响因素研究

本研究选取我国浙江杭州和广州深圳市各一中型民营企业员工共780人作为被试,采用自编的民营企业员工满意度调查问卷(问卷由8个分量表构成,共61个项目)探查我国民营企业员工的工作满意度情况及其影响因素.结果表明:(1)民营企业员工满意度调查问卷的信度系数r为0.9555,内容效度和结构效度的相关系数均达到了可接受水平,是一个可接受的满意度调查问卷;(2)民营企业员工满意度调查问卷的维度"培训与发展"、"高层管理"、"所在部门"和"客户服务"对员工的满意度具有较大的影响,而"直接主管"、"薪资与福利"和"工作目标与绩效"等对员工满意度几乎没有什么影响;(3)民营企业B(深圳)的员工在所有八个分量表上的工作满意度均显著地满意于民营企业A(杭州)的员工的工作满意度;(4)无论是在总体水平上还是在各个分量表上,男员工的工作满意度均显著地高于女员工的工作满意度;(5)在总体水平上,在企业服务两年以上的员工(下简称为"老员工")的工作满意度显著地高于在企业工作2年以下的员工(下简称为"新员工")的工作满意度.具体地说,老员工在"所在部门"和"高层管理"两个维度上的工作满意度显著地高于新员工,而在"工作目标与绩效"、"直接主管"、"培训与发展"、"薪资与福利"以及"客户服务"等维度上,两者没有显著的差异.     

职业承诺、组织承诺与员工满意度的实证研究——以项目经理为例

已有研究证明职业承诺和组织承诺是决定员工工作行为的关键因素.本研究以项目经理为研究对象,通过问卷调查来了解他们的职业承诺、组织承诺以及其他相关变量的水平.调查数据用sPss软件进行分析,结果显示,具有项目管理硕士学位的项目经理职业承诺水平显著高于其他人员.项目经理的职业承诺和组织承诺积极相关,其交互作用对工作满意度有积极影响.这些研究结论对实现项目管理人员的职业化和制定组织的管理策略有应用意义.     

消极情绪与员工创造力： 组织认同、职业认同的调节效应研究

学界对消极情绪与员工创造力的关系远未达成共识, 本文采取权变的观点, 将组织认同和职业认同的调节作用引入到消极情绪与员工创造力的关系分析框架内, 以472名高新技术企业员工为对象的调查研究显示: (1) 在控制人口学变量后, 消极情绪对员工创造力具有显著负向影响. (2) 无论是组织认同, 还是职业认同, 都增强了消极情绪对员工创造力的负面影响.即高度认同自己的组织或职业的员工, 在消极情绪体验下, 更倾向于减少创新行为表现. (3) 组织认同与职业认同的交互作用对消极情绪和员工创造力的关系也具有调节作用, 在“双高” (高组织认同高职业认同) 条件下, 消极情绪对员工创造力具有显著负向影响;在两种“一高一低”条件下, 消极情绪与员工创造力的关系不显著;而在“双低”条件下, 消极情绪对员工创造力有显著正向影响.研究结论表明将引入组织认同、职业认同的调节作用, 有助于厘清消极情绪与员工创造力的关系, 增加理论模型的解释力, 为员工创新管理实践提供了理论支持.     

中小民营企业基层员工工作压力与工作满意度的实证研究

以中小民营企业基层员工为研究对象,通过相关量表对其工作压力和工作满意度关系进行调查研究。结果表明:教育程度和职能部门在工作压力上差异显著;职能部门在工作满意度上差异显著。角色认知压力、职业发展压力、组织因素和人际关系压力与整体工作满意度显著负相关;组织因素、人际关系压力、职业发展和社会因素对工作满意度具有预测作用。     

新员工胜任力提升路径分析——基于无边界职业生涯理论

无边界职业生涯与传统职业生涯相比,职业成功的评价标准、职业生涯管理主体、对个体的要求等都发生了变化。无边界职业生涯背景下对员工胜任力的新要求包含通用能力、职业适应能力、职业规划和管理能力、职业认同感等四方面。为此,无边界职业生涯视角下新员工胜任力提升策略可从以下方面实施:开发人力资本,提高职业适应能力;承担管理责任,提高职业规划能力;提升心理资本,增强职业认同感;积累社会资本,提升职业发展能力。     

电子领导力、组织支持感与员工工作满意度的影响机制研究

为探讨信息时代领导对员工工作满意度的影响,构建了电子领导力、组织支持感与工作满意度之间关系的理论模型。基于363份有效问卷验证了该模型,分析结果表明:电子领导力对员工工作满意度有显著的正向影响,组织支持感在电子领导力对工作满意度的影响中起部分中介作用。这对提高员工工作满意度、稳定员工队伍具有重要意义。     

The impact of frequency of contact on protégé mentoring outcomes: the moderating effects of protégé general self-efficacy and face-to-face interaction

As a Human Resource Development (HRD) intervention, mentoring assists individuals in their career development. However, it is still unknown if mentoring could enhance individuals’ early career decision-making. Moreover, the literature lacks longitudinal research that investigates the role of frequency of contact in mentoring relationships. Therefore, this study examines whether frequency of contact between mentor and protégé influences protégé mentoring outcomes, namely, improvement in career decision self-efficacy (i.e. CDSE development) and satisfaction with mentoring. Data were collected at two times from 86 first-year undergraduate students who participated in a mentoring programme at a Middle Eastern business school, where email communication facilitated the contact between these protégés and their mentors. Based on regression analyses, the associfations were significant between frequency of contact and mentoring outcomes. The findings partially confirmed the effects of two moderating variables in the relationships mentioned above. This study has practical implications for HRD practitioners in higher-education institutions.     

Mentoring,skill development,and career success of foreign expatriates

Previous literature on foreign assignments shows a high relevance of mentors for expatriates’ success. In this study we analyse the impact of different mentor-related factors on skill and career development. Drawing on social exchange theory, we develop five research hypotheses and test them using a sample of 59 US expatriates on assignments in Germany. Linear regression modelling reveals that organizational distance between the mentee and the mentor as well as the mentor’s involvement in career planning are positively related to skill development. Furthermore, there is a positive relationship between skill development and career development. We derive important implications for the implementation of mentoring in multinational corporations. The study is of value for researchers and practitioners in the areas of human resource management and organization.     

Mentoring relationships: implications for practitioners and suggestions for future research

This review of the literature is intended to help HRD practitioners facilitate healthy mentoring relationships and better address potentially negative functions or outcomes of the mentoring process within their own organizations. This work provides a review of the social learning processes that play a role in mentoring relationships. In addition, it reviews the functions and outcomes of mentoring for individuals and organizations, as well as the characteristics of good mentors and the influence mentors have upon career choice. Finally, the implications for mentoring relationships among individuals with disabilities, minorities and women are briefly reviewed in order to provide practitioners with a sense of the breadth of individuals who may benefit from well-planned or well-implemented mentoring. This article concludes with critical comments on the current state of mentoring research. Suggestions are made for future research in order to stimulate greater study into certain aspects of mentoring.     

An Examination of the Impact of Career-Oriented Mentoring on Work Commitment Attitudes and Career Satisfaction Among Professional and Managerial Employees1

Data obtained from 164 proteges in managerial and professional positions in public and private sector organizations in Singapore were used to examine the impact of career-oriented mentoring on three work commitment attitudes (career, organization and job) and career satisfaction. Factor analysis of the 15-item career-oriented mentoring scale (Ragins and McFarlin, 1990) revealed a five-factor solution – coach, sponsor, protection, challenging assignments and exposure. These career-oriented mentoring roles were differentially related to job involvement, organizational commitment and career satisfaction, and explained modest amounts of the variance in these outcome variables. T-test results indicated that mentored respondents (N = 164) reported significantly higher levels of the outcome variables than non-mentored respondents (N = 225). Limitations of the study, directions for further research and implications of the findings are discussed.     

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.     

‘One MBA?’ How context impacts the development of post-MBA career outcomes

Using survey data from alumni of one of the UK's earliest and largest MBA programmes we explore how career capital, career outcomes and career satisfaction are impacted by learner context. We adopt comparative capitalisms theory to investigate whether graduates from a standardised programme marketed as ‘One MBA’ report broadly similar career outcomes irrespective of their work and study location. We find that despite the rhetoric around globalisation in management education there are differences that fit the theories of comparative capitalisms literature; thus supporting the view that, despite the global nature of MBA branding, context still plays a role in shaping learning and career outcomes as evidenced by differences reported here. Significant findings are reported in terms of the reported development of career capital ‘knowing how’; career satisfaction and perceived organisational support, however differences in terms of the achievement of objective career success (promotion and career mobility) were less pronounced.     

Mediating role of mentoring functions on linking personality and occupational commitment in Indian organizations

ABSTRACT

This study investigated the mediating effect of mentoring on the relationship between the Five Factor Model (FFM) Personality traits and occupational commitment (OC). The study used cross-sectional survey-based research design. Data were collected from 362 managers of public and private sector organizations located in North India. The results indicated that psychosocial mentoring acts as a partial mediator for facilitating the linkage between all the FFM traits and OC. Contrary to this, career mentoring was found to partially mediate the link between only conscientiousness-OC, agreeableness-OC and emotional stability-OC. No mediating effect of career mentoring was found for personality factors of openness and extraversion. HRD practitioners are encouraged to implement train-for-trainers’ sessions for raising awareness among senior managers/mentors about the importance of psychosocial mentoring functions. This study is unique, because it is among the few to appropriately capture the mediating role of mentoring functions vis a vis the personality and OC relationship. Further, it also enriches the existing body of research on workplace mentoring and careers, especially in the South-Asian context.     

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。     

An investigation of career development programs,job satisfaction,professional development and productivity: the case of Taiwan

This study attempts to develop career development programs capable of responding to career needs at different career stages. The current implementation status of these career development programs in Taiwanese businesses is then examined, along with the level of satisfaction of R&D personnel with available career development programs. The relationship between the career development programs and job satisfaction, professional development and productivity is then examined, revealing an association between high satisfaction of R&D personnel with career development programs and high job satisfaction, professional development and productivity.