知识型员工职业效能评价研究
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摘要
随着经济时代的到来,在激烈的市场竞争中,企业之间竞争重心已经由物质资本转移到了知识资本方面。因此,知识资本的主要缔造者-知识型员工,已经作为一个特殊的群体越来越受到企业的关注。知识型员工是指掌握一定的知识技能,依靠知识和信息创造价值,并能充分利用先进的科技手段提高工作效率并以此为职业的人员。知识型员工作为企业中的主要人才,在改善管理、技术创新、参与市场竞争,提高企业核心竞争力等工作中发挥着重要作用,如何对知识型员工进行行之有效的管理是企业人力资源管理中的重点和难点。因此,本文将提出的职业效能概念应用于知识型员工,研究出一套科学适用、针对性强的知识型员工职业效能评价体系,这对于企业的发展具有非常深远的意义。
本文主要是以知识型员工为对象,详细研究了知识型员工职业效能评价的各个方面。文章首先对知识型员工职业效能研究的背景和研究意义进行了阐述,在检索和阅读了大量的相关研究文献之后,对自我效能的相关研究以及职业自我效能的相关研究进行了理论综述,在此基础上提出了职业效能的概念,同时结合知识型员工的特点提出了知识型员工职业效能的概念。在这些理论的指导下,本文构建知识型员工的职业效能评价指标体系,包括建立知识型员工职业效能评价指标体系的原则、并且运用开放式问卷调查法,德尔菲法及SPSS软件分析法科学地构建知识型员工职业效能的评价指标体系,制定评分标准。在此基础上,本文引入了一种公正、全面的,能够体现被评价者个性优势的综合评价方法-个性优势特征方法对知识型员工职业效能进行评价。文章最后结合某企业X,运用个性优势特征方法对该企业知识型员工职业效能水平进行评价以验证该评价模型的可行性,结果表明该评价模型的评价效果良好。
With the economic times, in the fierce market competition, the focus of competition between enterprises has been transferred from physical capital to knowledge capital. As the main founder of intellectual capital, Knowledge-based Employees have been given more and more attention as a special group of companies. Knowledge-based Employees acquire a certain amount of knowledge and skills, and they rely on the knowledge and information to create value and make full use of advanced scientific and technological means to improve efficiency and make it as their own professions. As the main talents in business, they play an important role in improving management, technological innovation, participating in the market competition and improving core competitiveness of enterprises. And how to manage Knowledge-based Employees effectively is key and difficult in the fields of human resources management. Therefore, this article has put forward the concept of Career Efficacy applied to Knowledge-based Employees, and developed a set of scientific and applicate evaluation system of Career Efficacy of Knowledge-based Employees, which is important to the development of enterprises.
This pape takes the Knowledge-based Employees as the research object, and studies the evaluation of Career Efficacy of Knowledge-based Employees specifically in all aspects. First of all, this article elaborates the background and significance of the research to Career Efficacy of Knowledge-based Employees, and after searching and reading a lot of relevant research literature, such as the self-efficacy theory, the career self-efficacy theory, this paper defines the concept of Career Efficacy. Combining the theory of Knowledge-based Employees, the article puts forward the concept of Career Efficacy of Knowledge-based Employees. Under the guidance of the theory, this research has constructed the scientific evaluation index system of Career Efficacy of Knowledge-based Employees, including:the construction to the principles of the evaluation index system of Career Efficacy, the establishment to the scientific evaluation index system of Career Efficacy of Knowledge-based Employees by using open-ended survey method, Delphi method and SPSS analysis software and the establishment of evaluation standards. After this, this article introduces a just, comprehensive assessment which reflects the individuality advantage at the same time which named Analysis Method of Individuality Advantage to evaluate the level of Career Efficacy of Knowledge-based Employees. Finally, combining the X company case example, use Analysis Method of Individuality Advantag to evaluate Career Efficacy of Knowledge-based Employees to verify the evaluation model, the result indicates that the appraisal effect is good.
本文主要是以知识型员工为对象,详细研究了知识型员工职业效能评价的各个方面。文章首先对知识型员工职业效能研究的背景和研究意义进行了阐述,在检索和阅读了大量的相关研究文献之后,对自我效能的相关研究以及职业自我效能的相关研究进行了理论综述,在此基础上提出了职业效能的概念,同时结合知识型员工的特点提出了知识型员工职业效能的概念。在这些理论的指导下,本文构建知识型员工的职业效能评价指标体系,包括建立知识型员工职业效能评价指标体系的原则、并且运用开放式问卷调查法,德尔菲法及SPSS软件分析法科学地构建知识型员工职业效能的评价指标体系,制定评分标准。在此基础上,本文引入了一种公正、全面的,能够体现被评价者个性优势的综合评价方法-个性优势特征方法对知识型员工职业效能进行评价。文章最后结合某企业X,运用个性优势特征方法对该企业知识型员工职业效能水平进行评价以验证该评价模型的可行性,结果表明该评价模型的评价效果良好。
With the economic times, in the fierce market competition, the focus of competition between enterprises has been transferred from physical capital to knowledge capital. As the main founder of intellectual capital, Knowledge-based Employees have been given more and more attention as a special group of companies. Knowledge-based Employees acquire a certain amount of knowledge and skills, and they rely on the knowledge and information to create value and make full use of advanced scientific and technological means to improve efficiency and make it as their own professions. As the main talents in business, they play an important role in improving management, technological innovation, participating in the market competition and improving core competitiveness of enterprises. And how to manage Knowledge-based Employees effectively is key and difficult in the fields of human resources management. Therefore, this article has put forward the concept of Career Efficacy applied to Knowledge-based Employees, and developed a set of scientific and applicate evaluation system of Career Efficacy of Knowledge-based Employees, which is important to the development of enterprises.
This pape takes the Knowledge-based Employees as the research object, and studies the evaluation of Career Efficacy of Knowledge-based Employees specifically in all aspects. First of all, this article elaborates the background and significance of the research to Career Efficacy of Knowledge-based Employees, and after searching and reading a lot of relevant research literature, such as the self-efficacy theory, the career self-efficacy theory, this paper defines the concept of Career Efficacy. Combining the theory of Knowledge-based Employees, the article puts forward the concept of Career Efficacy of Knowledge-based Employees. Under the guidance of the theory, this research has constructed the scientific evaluation index system of Career Efficacy of Knowledge-based Employees, including:the construction to the principles of the evaluation index system of Career Efficacy, the establishment to the scientific evaluation index system of Career Efficacy of Knowledge-based Employees by using open-ended survey method, Delphi method and SPSS analysis software and the establishment of evaluation standards. After this, this article introduces a just, comprehensive assessment which reflects the individuality advantage at the same time which named Analysis Method of Individuality Advantage to evaluate the level of Career Efficacy of Knowledge-based Employees. Finally, combining the X company case example, use Analysis Method of Individuality Advantag to evaluate Career Efficacy of Knowledge-based Employees to verify the evaluation model, the result indicates that the appraisal effect is good.
引文
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37.张宇.基层带兵人自我效能研究[D],暨南大学硕士论文,2003
38.曾庆彬.澳门公务人员职业自我效能问卷的编制与探讨[D],暨南大学硕士论文,2003
39.孟晋.工作效能的评估及其相关研究[D],西南师范大学硕士论文,2003
40.肖玮,王剑,车文博.军事飞行员职业自我效能量表的建构[J],第四军医大学学报,2004,25(23)：79-81.
41.常光伟.管理者职业自我效能与其管理绩效的相关研究[D],首都师范大学硕士论文,2004
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48.韦毅嘉.企业科技人员职业自我效能感的研究[D],西南大学硕士论文,2006
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2.陈利琼.高职学生职业生涯规划研究[D],西北农业科技大学硕士论文,2008
3.刘春生,徐长发.职业教育学[M],北京：教育科学出版社,2002,23-36.
4.国家职业分类大典和职业资格工作委员会.中华人民共和国职业分类大典[M],北京：中国劳动社会保障出版社,1995
5.程社明.职业生涯开发与管理[M],北京：北京东方影音公司,2003
6.德鲁克.变动中的管理界[M],上海：上海译文出版社,1999,111-112.
7.赫瑞比.管理知识型员工[M],北京：机械工业出版社,2000,5-28.
8. Future Work.Work force of the 21th century[M],Accenture Co.,1998,212-216
9.王兴成,卢继传,徐翅宗.知识经济[M],北京：中国经济出版社,1999：34-38.
10.张望军,彭剑锋.中国企业知识型员工激励机制实证分析[J],科研管理,2001,22(6)：235-242.
11. Bandura. Self-Efficacy:Toward a unifying theory of behavior change [J],Psychology Review,1977,84(2):65-78.
12. Bandura. Social foundations of thought and action:a social cognition theory[J],EnglewoodCliffs,New Jersey,Prentice-Hall,Inc.1986,52(7),16-25.
13. Bandura.Human agency in social cognitive theory[J],American Psychologist, 1989,44(9):25-29.
14. Maddux. Self-efficacy, adaptation, andadjustment,theory,research, and application[M],New York:Plenum Press,1995,56-72.
15.王才康,胡中锋,刘勇.一般自我效能感量表的信度和效度研究[J],应用心理学,2001,7(1)：45-49.
16. Hackett,Betz. A self-efficacy approach to the career development of women[J],Journal of Vocational Behavior,1986,26(5):405-485.
17. Lent,Hackett. Career self-efficacy:Empirical status and future directions [J],Journal of Vocational Behavior,1987,30(2):367-385.
18. Betz,Hackett. Applications of Self-Efficacy Theory to Career Assessment of Women [J],Journal of Career Assessment,1997,125(2):345-360.
19. David. The incremental validity of vocational self-efficacy:an examination of interest,self-efficacy,and occupation[J],Journal of Counseling Psychology,2007,46(4):122-158.
20.李杨.普通公务员职业自我效能问卷的编制及其应用[D],西南大学硕士论文,2008
21.姜飞月,郭本禹.职业自我效能的测量及其量表修订[J],淮南师范学院学报,2004,23(8)：26-28.
22. Betz,Taylor. Evaluation of a short form of the career decision-making self-efficacy scale[J],Journal of Career Assessment,1996,4(1):47-57.
23. Judy,Michael,Kiaka. Testing the validity and reliability of the Perceived Employability Scale(PSE) among a culturally diverse population [J],Journal of Employment Counseling,1998,35(3):124-144.
24. Leiter. Coping patterns as predictors of burnout:The function of control and escapist coping patterns[J],Journal of Organizational Behavior,1991,12(7): 123-144.
25. Jex. Efficacy beliefs and work stress:a exploratory study[J],Journal of Applied Psychology,1992,13(5):509-517.
26. Jex. Efficacy beliefs as a moderator of the impact of work-related stressors:A multi level study[J], Journal of Applied Psychology,1992,84(3):349-361.
27. Jex. The impact of self-efficacy on stressor-strain relations:Coping style as an explanatory mechanism[J], Journal of Applied Psychology,1992,86(3):401-409.
28. Chwalisz. Self-efficacy cognitions,and coping with stress [J],Journal of Social and Clinical Psychology,1992,26(3):377-400.
29. Leiter. Burnout as a crisis in self-efficacy,conceptual and practical implications[J], Work and Stress,1992,6(2):107-115.
30.Sandi,Robertson. Self-efficacy and work-related behavior:A review and meta-analysis[J],Applied Psychology an International Review,1993,22(1):23-36.
31. Soodak. Teacher efficacy:Toward the understanding of a multifaceted construct [J],Teaching and Teacher Education,1996,12 (4):401-412.
32. Bandura. Self-efficacy:The exercise of control[M],New York:Freeman,1997, 146-189.
33. Moran. Teacher efficacy:Its meaning and measure[J],Review of Educational Reasearch,1998,68(2),202-248.
34. Evers,Breuwers,Tomic. Burnout and self-efficacy,A study on teachers'beliefs when implementing an innovative educational system in the Netherlands[J],British Journal of Educational Psychology,2002,72(5):227-243.
35.凌文辁,张鼎昆,方俐洛.保险推销员职业自我效能量表的建构[J],心理学报2001,33(1)：63-67.
36.马玉华.对我国帆板运动员自我效能的分析与提高对策研究[D],曲阜师范大学硕士论文,2002
37.张宇.基层带兵人自我效能研究[D],暨南大学硕士论文,2003
38.曾庆彬.澳门公务人员职业自我效能问卷的编制与探讨[D],暨南大学硕士论文,2003
39.孟晋.工作效能的评估及其相关研究[D],西南师范大学硕士论文,2003
40.肖玮,王剑,车文博.军事飞行员职业自我效能量表的建构[J],第四军医大学学报,2004,25(23)：79-81.
41.常光伟.管理者职业自我效能与其管理绩效的相关研究[D],首都师范大学硕士论文,2004
42.孟晓斌.管理者工作压力、自我效能与工作绩效关系研究[D],浙江大学硕士学位论文,2004
43.裴晨,刘秋颖.工作压力的组织应对策略-职业自我效能的有效提高[J],辽宁大学学报(哲学社会科学版),2004,32(5)：72-76.
44.赵青,许百花.职业自我效能作为工作压力调节变量的研究综述[J],人类工效学,2006,12(4)：64-66.
45.冯耕耘.导游员职业自我效能量表的初步编制及其运用[D],南京师范大学硕士论文,2006
46.瞿林.培训师职业自我效能量表的编制与结构探索[D],华东师范大学硕士论文,2006
47.刘颖.企业员工工作特征与职业效能的关系研究[D],大连理工大学硕士论文,2006
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