组织职业生涯管理对知识员工组织承诺影响研究
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摘要
随着知识经济时代的到来,组织之间的竞争已经变成了人才的竞争,谁拥有人才,谁就能在竞争中获胜。国有经济在江西省国民经济中一直起着骨干支撑作用,为了实现江西在中部的崛起,在大力发展非公有制经济的同时,必须继续提高国有经济的发展质量。但是目前我国国有企业知识员工的离职率在不断攀升,某种程度上国有企业已成为其他企业的“培训中心”,严重阻碍了自身的发展。因此,如何更好地留住知识员工,对于国有企业意义重大。
大量的理论与实证研究表明,组织承诺能够有效预测员工的离职意图,因而国有企业可以通过提高知识员工的组织承诺水平,进而降低其离职率。国内外已有部分学者对组织职业生涯管理的效果进行了实证研究,认为组织职业生涯管理对员工的心理和行为能够产生积极的影响。本研究在现有成果基础上,以江西省国有企业知识员工为样本对象,通过SPSS14.0进行实证分析,探讨了组织职业生涯管理对组织承诺的影响。经研究发现,江西省国有企业知识员工组织职业生涯管理主要分为四个因子,即制度公平、学习与培训、提供信息和促进职业发展;江西省国有企业知识员工组织承诺主要包含五个因子,分别为理想承诺、经济承诺、机会承诺、感情承诺和规范承诺;江西省国有企业知识员工的组织职业生涯管理感受和组织承诺处于中等偏下水平;人口学变量对江西省国有企业知识员工的组织职业生涯管理感受及组织承诺水平有一定的影响;组织职业生涯管理对江西省国有企业知识型员工组织承诺具有一定的影响,并根据回归分析建立了预测方程;最后根据以上结论,提出了相关的建议。
With the development of knowledge economy, the competition between enterprises is actually that of talents, and only those which own the talents can succeed in the competition. The state-owned proportion still plays an important role in the whole national economy of JIANGXI province, so in order to achieve the rise in central china,Jiangxi Province must continue to improve the quality of the state-owned economy as developing non-state-owned economy at the same time. However at present, the knowledge staff's withdrawal rate is climbing unceasingly in the state-owned enterprises. To some extent the state-owned enterprises have become a "training center" of other ones and seriously hindered the development of themselves.So, how to better retain knowledge workers is of great significance to the state-owned enterprises.
A large number of theoretical and empirical studies have shown that organizational commitment can forecast the turnover intention of knowledge workers effectively, thus by raising organizational commitment, the state-owned enterprises can reduce the knowledge workers’turnover rate. Domestic and foreign scholars have conducted the empirical study to the effect of organizational career management, and think it has positive influence on employees' psychology and behavior. Based on the existing achievement, this research takes the Jiangxi Province State-owned enterprises knowledge workers as the sample object, carries on the empirical analysis through SPSS14.0, then explores the influence of organizational career management impacting on organizational commitment. The results indicate that organizational career management comprises four components, which are fair system, study and training, offering information and promoting career development; The organizational commitment consisted of five factors,including ideal commitment, economic commitment, opportunity commitment, affective commitment, normative commitment; the knowledge workers’feelings to the organizational career management and the organizational commitment are below the medium level; The demography variables have certain influence on the knowledge workers’feelings to the organizational career management and the organizational commitment; the organizational career management has certain influence on the knowledge workers’organizational commitment, then establishes the forecast equation according to the regression analysis; finally ,according to the conclusion, puts forward the related proposal.
大量的理论与实证研究表明,组织承诺能够有效预测员工的离职意图,因而国有企业可以通过提高知识员工的组织承诺水平,进而降低其离职率。国内外已有部分学者对组织职业生涯管理的效果进行了实证研究,认为组织职业生涯管理对员工的心理和行为能够产生积极的影响。本研究在现有成果基础上,以江西省国有企业知识员工为样本对象,通过SPSS14.0进行实证分析,探讨了组织职业生涯管理对组织承诺的影响。经研究发现,江西省国有企业知识员工组织职业生涯管理主要分为四个因子,即制度公平、学习与培训、提供信息和促进职业发展;江西省国有企业知识员工组织承诺主要包含五个因子,分别为理想承诺、经济承诺、机会承诺、感情承诺和规范承诺;江西省国有企业知识员工的组织职业生涯管理感受和组织承诺处于中等偏下水平;人口学变量对江西省国有企业知识员工的组织职业生涯管理感受及组织承诺水平有一定的影响;组织职业生涯管理对江西省国有企业知识型员工组织承诺具有一定的影响,并根据回归分析建立了预测方程;最后根据以上结论,提出了相关的建议。
With the development of knowledge economy, the competition between enterprises is actually that of talents, and only those which own the talents can succeed in the competition. The state-owned proportion still plays an important role in the whole national economy of JIANGXI province, so in order to achieve the rise in central china,Jiangxi Province must continue to improve the quality of the state-owned economy as developing non-state-owned economy at the same time. However at present, the knowledge staff's withdrawal rate is climbing unceasingly in the state-owned enterprises. To some extent the state-owned enterprises have become a "training center" of other ones and seriously hindered the development of themselves.So, how to better retain knowledge workers is of great significance to the state-owned enterprises.
A large number of theoretical and empirical studies have shown that organizational commitment can forecast the turnover intention of knowledge workers effectively, thus by raising organizational commitment, the state-owned enterprises can reduce the knowledge workers’turnover rate. Domestic and foreign scholars have conducted the empirical study to the effect of organizational career management, and think it has positive influence on employees' psychology and behavior. Based on the existing achievement, this research takes the Jiangxi Province State-owned enterprises knowledge workers as the sample object, carries on the empirical analysis through SPSS14.0, then explores the influence of organizational career management impacting on organizational commitment. The results indicate that organizational career management comprises four components, which are fair system, study and training, offering information and promoting career development; The organizational commitment consisted of five factors,including ideal commitment, economic commitment, opportunity commitment, affective commitment, normative commitment; the knowledge workers’feelings to the organizational career management and the organizational commitment are below the medium level; The demography variables have certain influence on the knowledge workers’feelings to the organizational career management and the organizational commitment; the organizational career management has certain influence on the knowledge workers’organizational commitment, then establishes the forecast equation according to the regression analysis; finally ,according to the conclusion, puts forward the related proposal.
引文
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[2]刘家珉.北京市国有企业人才现状调查分析[R].中国人力资源开发研究第九次会员代表大会暨学术研讨会论文集[C],2006.
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[29] Grabtree M.J.Employees’perceptions of career management practices:The development of a newmeasure.Journal of Career Assessment,1999:203-212.
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[33]邹开敏.珠三角地区个人职业生涯规划和组织职业生涯管理问卷的编制及其相关关系的研究[D]: [硕士学位论文].广州:华南师范大学,2007.
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[35]龙立荣.职业生涯管理的结构及其关系研究[M].武汉:华中师大出版社,2002.
[36] Iles P,Mabey C. Managerial career development programmes: Effectiveness, availability and acceptability[J]. British Journal of Management, 1993,4:103-118.
[37] Aryee,S.,Chay,Y.W.An Examination of the Impact of Careeroriented Mentoring on Work Commitment Attitudes and Career Satisfaction among Professional and Managerial Employees[J]. British Journal of Management,1994, (5):241-249.
[38] London,M.(Ed),The Career is Dead_Long Live the Career:A Relational Approch to Careers,Jossey-Bass,San Franeiseo,CA.
[39]张勉.企业员工工作满意度决定因素实证研究[J].统计研究,2003(8).
[40]周文霞,李博.组织职业生涯管理与工作卷入关系的研究[J].南开管理评论,2006(9).
[41]程艳萍.组织职业生涯管理对工作满意度的研究[D]: [硕士学位论文].大连:大连理工大学,2006.
[42]吴文华,肖艳平.组织职业生涯管理与工作满意度的关系—基于软件研发人员的实证研究[J].管理评论,2007(11).
[43]关培兰,高原.知识员工组织职业生涯管理对知识共享的影响—以组织承诺为之间变量的一个研究[J].经济管理,2007(23).
[44]刘晓燕,郝春东.组织职业生涯管理对职业承诺和工作满意度的影响—职业延迟满足的中介作用分析[J].心理学报,2007(4).
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[2]刘家珉.北京市国有企业人才现状调查分析[R].中国人力资源开发研究第九次会员代表大会暨学术研讨会论文集[C],2006.
[3]黄维德.知识员工的管理[M].北京:高等教育出版社,2006.
[4] (加)弗朗西斯·赫瑞比.管理知识员工[M].北京:机械工业出版社,2000:15-16.
[5]王兴成,卢继传.知识经济[M].北京:中国经济出版社,1999.
[6]滨岛朗.社会学小词典[M].北京:有斐阁,1977.
[7]赵永乐.职业生涯管理[M].上海:上海交通大学出版社,2006.
[8]伍瑛.职业生涯管理系统的系统变量及其影响[J].商业时代,2006(36).
[9]段炜.职业生涯不同阶段的规划与管理[J].科技与管理,2006(1).
[10]黄英忠.人力资源管理[M].高雄:翁燕月,2003.
[11]张德.人力资源开发与管理(第二版)[M].北京:清华大学出版社,2004.
[12]刘建.民营企业职业生涯管理研究[J].经济师,2006(8).
[13] Jefferey H G,Gerard A C,Veronica M G,职业生涯管理(第三版)[M].北京:清华大学出版社,2003.
[14]戴良铁,刘颖.企业职业生涯管理开展的步骤与方法[J].中国劳动,2002(1).
[15]周文霞.职业生涯管理[M].上海:复旦大学出版社,2004.
[16] Becker,H.S,"Notes on the Concept of Commitment",American Journal of Sociology,1960,66,32-40.
[17] Porter,L.W,RT Mowday,and P.V.Boulian,"Organizational Commitment,Job Satisfaction,and Turnover Among Psychiatric Technicians.", 1974,59,603-609.
[18] Kanter,R.M.,Men and Woman of the Corporation,New York:Basic Books, 1977.
[19] Wiener,Y,”Commitment in Organization:A Normative VIEW”,Academy of Management Review, 1982,7,418-428.
[20] O’Reilly C.A,Chatman J.Organizitional commitment and psychologcal attachment:The effects of compliance,identification,and internalization on prosocial behavior[J].Journal of Applied Psychology, 1986,(71):492-499.
[21] Allen N J,Meyer S P.The Measurement and Antecedents of Affective Continuance and Normative Commitment to the Organization[J].Joural of Occupation Psychology,1990, (63):1-18.
[22]凌文辁,张治灿,方俐洛.中国职工组织承诺研究[J].中国社会科学,2001(2).
[23]郭玉锦.组织承诺及其中的文化思考[J].哈尔滨工业大学学报(社会科学版),2001(2).
[24]刘小平,王重鸣.不同文化下企业员工组织承诺概念的调查研究[J].科学管理研究,2004.
[25]鲁汉玲.教师组织承诺研究综述[J].教育探索,2005(1).
[26]马计斌.关于组织承诺概念的商榷[J].河北工程大学学报(社会科学版),2007(9).
[27] PazyA.Joint responsibility:The relationships between organizational and individual career management and the effeetiveness of careers.Group and Orgnaization Studies,1988,13:311-331.
[28] Herriot P,Gibbons P,Pemberton C, et al. An empirical model of managerial careers in organizations[J]. British Journal of Management, 1994, 5:113-121.
[29] Grabtree M.J.Employees’perceptions of career management practices:The development of a newmeasure.Journal of Career Assessment,1999:203-212.
[30] Sturges J,Guest D,Conway N.A longitudinal study of the relationship between careermanagement and organizational commitment among graduates in the first ten years at work. Journal of organizational Behavior,2002,23:731-748.
[31]龙立荣,方俐洛,凌文轮.组织职业生涯管理及效果的实证研究[J].管理科学学报,2002(4).
[32]赵琼.A市国家枕务局组织职业生涯管理结构探讨及相关研究[D]: [硕士学位论文].广州:暨南大学,2006.
[33]邹开敏.珠三角地区个人职业生涯规划和组织职业生涯管理问卷的编制及其相关关系的研究[D]: [硕士学位论文].广州:华南师范大学,2007.
[34]张俊婷.组织职业生涯管理结构及其对职业承诺的影响[D]: [硕士学位论文].北京:首都师范大学,2007.
[35]龙立荣.职业生涯管理的结构及其关系研究[M].武汉:华中师大出版社,2002.
[36] Iles P,Mabey C. Managerial career development programmes: Effectiveness, availability and acceptability[J]. British Journal of Management, 1993,4:103-118.
[37] Aryee,S.,Chay,Y.W.An Examination of the Impact of Careeroriented Mentoring on Work Commitment Attitudes and Career Satisfaction among Professional and Managerial Employees[J]. British Journal of Management,1994, (5):241-249.
[38] London,M.(Ed),The Career is Dead_Long Live the Career:A Relational Approch to Careers,Jossey-Bass,San Franeiseo,CA.
[39]张勉.企业员工工作满意度决定因素实证研究[J].统计研究,2003(8).
[40]周文霞,李博.组织职业生涯管理与工作卷入关系的研究[J].南开管理评论,2006(9).
[41]程艳萍.组织职业生涯管理对工作满意度的研究[D]: [硕士学位论文].大连:大连理工大学,2006.
[42]吴文华,肖艳平.组织职业生涯管理与工作满意度的关系—基于软件研发人员的实证研究[J].管理评论,2007(11).
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