旅游业新生代员工的高流动性现象及其成因研究
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摘要
本文运用案例分析、社会网络分析等方法,试图通过分析特定社会网络环境对员工职业发展决策过程的影响,从而解释旅游业新生代员工的高流动性现象及其成因。研究发现,以面对面服务为核心产品和倚重个体隐性经验等特征使旅游企业需要维持合理的新老员工结构比,而企业内部的劳动力代际竞争与外部市场提供的大量就业机会,使新生代员工逐渐由传统职业发展模式转向无边界职业发展模式。在职业生涯早期,新生代员工偏好运用连续跳槽和外部迂回晋升等策略来实现自身的人力资本投资收益,进而导致了阶段性的职业高流动性现象。这一发现有助于旅游企业应对新生代员工高流动性现象的挑战,也可为新生代员工规划个人职业发展提供新的理论支持。
This paper applied a mixed method of case study and social network analysis,and attempted to explain the causes of the high mobility of new generation employees by analyzing the influence of specific social network environment on the decision making of employees in their career development.The findings show that the internal generation labor competition as well as the huge job opportunities from external market make the new generation employees gradually transfer their career development mode from the traditional to the boundary-less ones and they prefer to use continuous job-hopping and external circuitous promotion strategies in their early career stage to get the return on their investment of human capital,and this collective behavior finally results in the phenomenon of periodic high mobility in the industry.The authors believe that this finding is helpful for tourism enterprises to cope with the challenge of high turnover rate of new employees,and also provides new theoretical support for the career planning of new generation employees.
This paper applied a mixed method of case study and social network analysis,and attempted to explain the causes of the high mobility of new generation employees by analyzing the influence of specific social network environment on the decision making of employees in their career development.The findings show that the internal generation labor competition as well as the huge job opportunities from external market make the new generation employees gradually transfer their career development mode from the traditional to the boundary-less ones and they prefer to use continuous job-hopping and external circuitous promotion strategies in their early career stage to get the return on their investment of human capital,and this collective behavior finally results in the phenomenon of periodic high mobility in the industry.The authors believe that this finding is helpful for tourism enterprises to cope with the challenge of high turnover rate of new employees,and also provides new theoretical support for the career planning of new generation employees.
引文
边燕杰,张文宏,2001.经济体制、社会网络与职业流动[J].中国社会科学(2):77-89.
郭志文,赫登,2006.无边界职业生涯时代的就业能力:一种新的心理契约[J].心理科学(2):485-486.
黄洪基,邓蕾,陈宁,等,2009.关于“80后”的研究文献综述[J].中国青年研究(7):7-15.
姜薇薇,于桂兰,孙乃纪,2014.新生代员工管理对策研究[J].兰州学刊(1):130-136.
兰玉杰,张晨露,2013.新生代员工工作满意度与离职倾向关系研究[J].经济管理(9):81-88.
李水凤,2003.论人本管理思想在旅游饭店管理中的应用[D].昆明:云南大学.
马占寿,2008.浅谈酒店员工高流动率问题[J].企业家天地下半月刊(理论版)(1):84-85.
潘新新,2008.80后员工的特性及其多元化激励措施[J].商场现代化(13):245-246.
饶勇,2012.经济转型时期“用工荒”现象及其成因的经济学分析[J].中国人口科学(3):66-77.
谌新民,2010.新生代农民工融入城市是推进城镇化的重点[J].城乡建设(3):67-69.
申艳娥,叶一舵,王深,等,2017.新生代企业员工网络社会支持与积极工作压力的关系研究[J].福建师范大学学报(哲学社会科学版)(4):153-161.
陶厚永,胡文芳,2015.社会比较交换关系对新生代员工职业成功的影响研究[J].管理学报(12):1764-1772.
王聪颖,杨东涛,2017.期望差距对新生代知识型员工离职意向的影响研究[J].管理学报(12):1786-1794.
谢玉华,张群艳,2013.新生代员工参与对员工满意度的影响研究[J].管理学报(8):1162-1169.
徐振梅,2009.我国“80后”员工“被管理特征”及管理策略研究[D].南京:南京航空航天大学.
杨向华,2008.湖南网通80后员工招聘策略优化研究[D].长沙:中南大学.
游富相,2006.从核心员工流失特点反思饭店人力资源管理[J].企业经济(2):121-123.
尤佳,孙遇春,雷辉,2013.中国新生代员工工作价值观代际差异实证研究[J].软科学(6):83-88.
余高雅,2015.新生代员工心理契约与离职倾向关系的实证研究[J].江西社会科学(8):198-202.
曾湘泉,2004.变革中的就业环境与中国大学生就业[J].经济研究(6):87-95.
展珊珊,2011.新生代员工的主观幸福感、组织认同及工作绩效关系研究[D].武汉:华中师范大学.
张进福,肖洪根,2000.旅游社会学研究初探[J].旅游学刊(1):53-58.
张衔,黄善明,2001.员工效用函数、员工剩余控制权与企业治理结构创新[J].经济体制改革(3):75-78.
张娅,2006.现代饭店人才流失现象分析及对策研究[D].天津:天津大学.
章滢,2005.大学生利他行为、移情能力及其相关研究[D].南京:南京师范大学.
郑希宝,2007.“80后”消费行为、消费心理研究综述[J].科技广场(6):29-31.
周文斌,张萍,蒋明雅,2013.中国企业新生代员工的敬业度研究——基于薪酬满意度视角[J].经济管理(10):77-90.
ANDERSON H J,BAUR J E,GRIFFITH J A,et al.,2016.What works for you may not work for(Gen) Me:limitations of present leadership theories for the new generation[J].Leadership quarterly,28(1):245-260.
ARTHUR M B,1994.The boundary-less career:a new perspective for organization inquiry[J].Journal of organizational behavior,15(4):295-306.
BRAUN V,CLARKE V,2006.Using thematic analysis in psychology[J].Qualitative research in psychology,3(2):77-101.
BUFQUIN D,DIPIETRO R,ORLOWSKI M,et al.,2017.The influence of restaurant co-workers’ perceived warmth and competence on employees’ turnover intentions:the mediating role of job attitudes[J].International journal of hospitality management,60(1):13-22.
COOPER C,2006.Knowledge management and tourism[J].Annals of tourism research,33(1):47-64.
EISENHARDT K M,1989.Building theories from case study research[J].Academy of management review,14(4):532-550.
GEE L,JONES J,BURKE M,2017.Social networks and labour markets:how strong ties relate job finding on facebook’s social network[J].Journal of labour economics,35(2):485-518.
GHATAK A,1996.Labour migration in the Indian states and the Todarian hypothesis[J].Asian economic review,38(2):212.
KATZ R,1977.The influence of group conflict on leadership effectiveness[J].Organizational behavior & human performance,20(2):265-286.
KOYAMA A,MIYAKE Y,KAWAKAMI N,et al.,2010.Lifetime prevalence,psychiatric comorbidity and demographic correlates of “hikikomori” in a community population in Japan[J].Psychiatry research,176(1):69-74.
MITCHELL J C,1969.Social networks in urban situations:analyses of personal relationships in central African towns[M].Manchester:Manchester University Press:181-244.
TWENGE J M,2013.Overwhelming evidence for generation me[J].Emerging adulthood,1(1):21-26.
WADDELL K,2014.Understanding management in China:past present and future[J].Journal of Chinese human resource management,20(2):186-189.
ZEMKE R,FILIPCZAK B,RAINES C,1999.Generations at work:managing the clash of Veterans,Boomers,Xers,and Nexters in your workplace[J].Career planning & adult development journal,41(2):98-99.
ZHU Y,XIE Y,WARNER M,et al.,2014.Employee participation and the influence on job satisfaction of the ‘new generation’ of Chinese employees[J].International journal of human resource management,26(19):1-17.
① 2017—2022年中国劳动力市场运营态势及行业发展趋势研究报告[R/OL].[2016-12-28].http://www.chyxx.com/research/201612/481456.html.
② 2017年离职与调薪调研报告[R/OL].[2016-12-31].http://research.51job.com/insight-396.html.
(1)理论上,建立包含案例企业所有员工的社交网效果会更理想,但调研成本太高、耗时太长且对关键信息的边际改善作用并不显著。
(2)基层操作性岗位通常包含多个职位层级,如普工、技工和高级技工等,同样存在晋升问题。
郭志文,赫登,2006.无边界职业生涯时代的就业能力:一种新的心理契约[J].心理科学(2):485-486.
黄洪基,邓蕾,陈宁,等,2009.关于“80后”的研究文献综述[J].中国青年研究(7):7-15.
姜薇薇,于桂兰,孙乃纪,2014.新生代员工管理对策研究[J].兰州学刊(1):130-136.
兰玉杰,张晨露,2013.新生代员工工作满意度与离职倾向关系研究[J].经济管理(9):81-88.
李水凤,2003.论人本管理思想在旅游饭店管理中的应用[D].昆明:云南大学.
马占寿,2008.浅谈酒店员工高流动率问题[J].企业家天地下半月刊(理论版)(1):84-85.
潘新新,2008.80后员工的特性及其多元化激励措施[J].商场现代化(13):245-246.
饶勇,2012.经济转型时期“用工荒”现象及其成因的经济学分析[J].中国人口科学(3):66-77.
谌新民,2010.新生代农民工融入城市是推进城镇化的重点[J].城乡建设(3):67-69.
申艳娥,叶一舵,王深,等,2017.新生代企业员工网络社会支持与积极工作压力的关系研究[J].福建师范大学学报(哲学社会科学版)(4):153-161.
陶厚永,胡文芳,2015.社会比较交换关系对新生代员工职业成功的影响研究[J].管理学报(12):1764-1772.
王聪颖,杨东涛,2017.期望差距对新生代知识型员工离职意向的影响研究[J].管理学报(12):1786-1794.
谢玉华,张群艳,2013.新生代员工参与对员工满意度的影响研究[J].管理学报(8):1162-1169.
徐振梅,2009.我国“80后”员工“被管理特征”及管理策略研究[D].南京:南京航空航天大学.
杨向华,2008.湖南网通80后员工招聘策略优化研究[D].长沙:中南大学.
游富相,2006.从核心员工流失特点反思饭店人力资源管理[J].企业经济(2):121-123.
尤佳,孙遇春,雷辉,2013.中国新生代员工工作价值观代际差异实证研究[J].软科学(6):83-88.
余高雅,2015.新生代员工心理契约与离职倾向关系的实证研究[J].江西社会科学(8):198-202.
曾湘泉,2004.变革中的就业环境与中国大学生就业[J].经济研究(6):87-95.
展珊珊,2011.新生代员工的主观幸福感、组织认同及工作绩效关系研究[D].武汉:华中师范大学.
张进福,肖洪根,2000.旅游社会学研究初探[J].旅游学刊(1):53-58.
张衔,黄善明,2001.员工效用函数、员工剩余控制权与企业治理结构创新[J].经济体制改革(3):75-78.
张娅,2006.现代饭店人才流失现象分析及对策研究[D].天津:天津大学.
章滢,2005.大学生利他行为、移情能力及其相关研究[D].南京:南京师范大学.
郑希宝,2007.“80后”消费行为、消费心理研究综述[J].科技广场(6):29-31.
周文斌,张萍,蒋明雅,2013.中国企业新生代员工的敬业度研究——基于薪酬满意度视角[J].经济管理(10):77-90.
ANDERSON H J,BAUR J E,GRIFFITH J A,et al.,2016.What works for you may not work for(Gen) Me:limitations of present leadership theories for the new generation[J].Leadership quarterly,28(1):245-260.
ARTHUR M B,1994.The boundary-less career:a new perspective for organization inquiry[J].Journal of organizational behavior,15(4):295-306.
BRAUN V,CLARKE V,2006.Using thematic analysis in psychology[J].Qualitative research in psychology,3(2):77-101.
BUFQUIN D,DIPIETRO R,ORLOWSKI M,et al.,2017.The influence of restaurant co-workers’ perceived warmth and competence on employees’ turnover intentions:the mediating role of job attitudes[J].International journal of hospitality management,60(1):13-22.
COOPER C,2006.Knowledge management and tourism[J].Annals of tourism research,33(1):47-64.
EISENHARDT K M,1989.Building theories from case study research[J].Academy of management review,14(4):532-550.
GEE L,JONES J,BURKE M,2017.Social networks and labour markets:how strong ties relate job finding on facebook’s social network[J].Journal of labour economics,35(2):485-518.
GHATAK A,1996.Labour migration in the Indian states and the Todarian hypothesis[J].Asian economic review,38(2):212.
KATZ R,1977.The influence of group conflict on leadership effectiveness[J].Organizational behavior & human performance,20(2):265-286.
KOYAMA A,MIYAKE Y,KAWAKAMI N,et al.,2010.Lifetime prevalence,psychiatric comorbidity and demographic correlates of “hikikomori” in a community population in Japan[J].Psychiatry research,176(1):69-74.
MITCHELL J C,1969.Social networks in urban situations:analyses of personal relationships in central African towns[M].Manchester:Manchester University Press:181-244.
TWENGE J M,2013.Overwhelming evidence for generation me[J].Emerging adulthood,1(1):21-26.
WADDELL K,2014.Understanding management in China:past present and future[J].Journal of Chinese human resource management,20(2):186-189.
ZEMKE R,FILIPCZAK B,RAINES C,1999.Generations at work:managing the clash of Veterans,Boomers,Xers,and Nexters in your workplace[J].Career planning & adult development journal,41(2):98-99.
ZHU Y,XIE Y,WARNER M,et al.,2014.Employee participation and the influence on job satisfaction of the ‘new generation’ of Chinese employees[J].International journal of human resource management,26(19):1-17.
① 2017—2022年中国劳动力市场运营态势及行业发展趋势研究报告[R/OL].[2016-12-28].http://www.chyxx.com/research/201612/481456.html.
② 2017年离职与调薪调研报告[R/OL].[2016-12-31].http://research.51job.com/insight-396.html.
(1)理论上,建立包含案例企业所有员工的社交网效果会更理想,但调研成本太高、耗时太长且对关键信息的边际改善作用并不显著。
(2)基层操作性岗位通常包含多个职位层级,如普工、技工和高级技工等,同样存在晋升问题。