匹配的职业生涯管理对员工组织承诺影响研究
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摘要
研发人员作为典型的知识型员工,对自身职业发展非常重视,而目前我国企业的组织内生涯开发还处于比较低的水平,绝大部分的企业还没有意识到组织职业生涯管理的重要性。一方面是员工对自身职业发展的极大关注和需求,另一方面却是企业对员工职业生涯管理不够重视,措施不到位。如果企业提供的职业生涯发展措施与员工的需求不匹配,企业整体事业和个人生涯规划没有统一起来,那么企业对员工的吸引力必定是十分有限的,员工对企业的忠诚度必然会降低。
本研究旨在从匹配的视角,探究职业生涯管理和发展与员工组织承诺的关系,通过对北京市企业研发人员进行问卷调查和分析,达到了以下研究目的：了解了研发人员对组织职业生涯管理实践(OCMPs)的需求与感知到的OCMPs支持之间的匹配度情况及员工组织承诺情况；探讨了研发人员的OCMPS匹配度与组织承诺之间的关系；根据研究成果为组织如何扮演好员工职业生涯管理的“支持者”和“开发者”这一问题提出了建议。
本研究首先通过文献回顾,在此基础上提出本研究的构思和相关的研究假设；然后通过访谈研究,从实践角度探讨构思中的主要变量,对问卷进行修缮；最后是问卷研究,以10家企业的182名研发人员为研究对象,通过SPSS 13.0统计软件,运用相关分析、回归分析和方差分析等方法,从量上进一步验证本研究的理论构思。研究结果基本证实了本研究提出的假设,主要结论有：(1)性别、年龄、工作年限、所在企业性质、企业规模在OCMPs匹配的某些维度上有显著差异；婚姻状况在组织承诺上有显著差异；年龄、学历、工作年限、所在企业性质、企业规模在组织承诺的某些维度上有显著差异。(2) OCMPs匹配度与组织承诺有着显著的正相关关系。(3) OCMPs匹配度各维度与组织承诺各维度有着显著的正相关关系。(4)公平晋升匹配度、注重培训匹配度、职业发展匹配度对组织承诺有显著预测力。
As typical knowledge workers, the R&D personnel pay high attention to their career development.But now the organization career development is at relatively low level in our country. Most enterprises are unaware of the importance of organization career management. On the one hand, employees show great concerns over career development.On the other hand, enterprises are not serious about organization career management, measures not to arrive. If there is a mismatch between offers and requests of career management practices, if there is no unit between enterprise strategy and personal career planning, firms will be unattractive and there will surely be a decrease in staffs loyalty.
Based on Person-Oragnization Fit model and focused on the issue of career management, through the questionnaire survey on R&D personnel in Beijing, this study explores the OCMPs Gap and organizational commitment. OCMPs Gap means the gap between the need of R&D personnel and their perceptions of organiztional support in organiztion career management practices (OCMPs). Discusses the relationship between OCMPs Gap and R&D personnel's organizational commitment. Give organizations advices on how to play a part in Employee Career Management as supporter and developer.
By reviewing previouse related studies, this study proposes a basic theoretical model and hypothesis concerned. Then interview is carried out to test the initial model.At the third stage,182 R&D personnel from 10 companies were surveyed through questionnaires. The conclution indicates that:(1)There are some significant differences in terms of gender, age, working life, nature of enterprise and enterprise scale for some dimensions of the OCMPs fit; there are some significant differences in terms of marital status for organizational commitment.; there are some significant differences in terms of age, education, working life, nature of enterprise and enterprise scale for some dimensions of organizational commitment. (2) There is some positive correlation between the OCMPs fit and organizational commitment in the overall level. (3) There is some positive correlation between the OCMPs fit and organizational commitment in all dimensions. (4) It is significant predictive to organizational commitment for fair promotion fit, training fit and career development fit.
本研究旨在从匹配的视角,探究职业生涯管理和发展与员工组织承诺的关系,通过对北京市企业研发人员进行问卷调查和分析,达到了以下研究目的：了解了研发人员对组织职业生涯管理实践(OCMPs)的需求与感知到的OCMPs支持之间的匹配度情况及员工组织承诺情况；探讨了研发人员的OCMPS匹配度与组织承诺之间的关系；根据研究成果为组织如何扮演好员工职业生涯管理的“支持者”和“开发者”这一问题提出了建议。
本研究首先通过文献回顾,在此基础上提出本研究的构思和相关的研究假设；然后通过访谈研究,从实践角度探讨构思中的主要变量,对问卷进行修缮；最后是问卷研究,以10家企业的182名研发人员为研究对象,通过SPSS 13.0统计软件,运用相关分析、回归分析和方差分析等方法,从量上进一步验证本研究的理论构思。研究结果基本证实了本研究提出的假设,主要结论有：(1)性别、年龄、工作年限、所在企业性质、企业规模在OCMPs匹配的某些维度上有显著差异；婚姻状况在组织承诺上有显著差异；年龄、学历、工作年限、所在企业性质、企业规模在组织承诺的某些维度上有显著差异。(2) OCMPs匹配度与组织承诺有着显著的正相关关系。(3) OCMPs匹配度各维度与组织承诺各维度有着显著的正相关关系。(4)公平晋升匹配度、注重培训匹配度、职业发展匹配度对组织承诺有显著预测力。
As typical knowledge workers, the R&D personnel pay high attention to their career development.But now the organization career development is at relatively low level in our country. Most enterprises are unaware of the importance of organization career management. On the one hand, employees show great concerns over career development.On the other hand, enterprises are not serious about organization career management, measures not to arrive. If there is a mismatch between offers and requests of career management practices, if there is no unit between enterprise strategy and personal career planning, firms will be unattractive and there will surely be a decrease in staffs loyalty.
Based on Person-Oragnization Fit model and focused on the issue of career management, through the questionnaire survey on R&D personnel in Beijing, this study explores the OCMPs Gap and organizational commitment. OCMPs Gap means the gap between the need of R&D personnel and their perceptions of organiztional support in organiztion career management practices (OCMPs). Discusses the relationship between OCMPs Gap and R&D personnel's organizational commitment. Give organizations advices on how to play a part in Employee Career Management as supporter and developer.
By reviewing previouse related studies, this study proposes a basic theoretical model and hypothesis concerned. Then interview is carried out to test the initial model.At the third stage,182 R&D personnel from 10 companies were surveyed through questionnaires. The conclution indicates that:(1)There are some significant differences in terms of gender, age, working life, nature of enterprise and enterprise scale for some dimensions of the OCMPs fit; there are some significant differences in terms of marital status for organizational commitment.; there are some significant differences in terms of age, education, working life, nature of enterprise and enterprise scale for some dimensions of organizational commitment. (2) There is some positive correlation between the OCMPs fit and organizational commitment in the overall level. (3) There is some positive correlation between the OCMPs fit and organizational commitment in all dimensions. (4) It is significant predictive to organizational commitment for fair promotion fit, training fit and career development fit.
引文
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2.樊宏,戴良铁.人与组织匹配：招聘的一种新模式[J].企业人力资源管理,2004,(3)：15-18
3.傅晶晶.个人-组织价值观匹配与组织承诺、离职倾向关系研究[D].浙江：浙江工业大学,2005
4.高佩华.员工培训与职业生涯发展[J].财贸研究,2005,(8)：118-120
5.顾琴轩,黄培清.研发人员职业倾向与职业成功发展[J].科学学与科学技术管理,2004,(12)：106-109
6.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——以组织承诺为中间变量的一个实证研究[J].经济管理,2007,(23)：6-11
7.桂武飞,王益宝,陈语.组织职业生涯管理与组织承诺关系研究[J].管理视角,2008,(23)：97-99
8.胡卫鹏,时勘.组织承诺研究的进展与展望[J].心理科学进展,2004,12(1)：103-110
9.贾青平.企业员工职业生涯规划与管理[J].山西经济管理干部学院学报,2001,9(4)：11-13
10.金杨华,王重鸣.人与组织匹配研究进展及其意义[J].人类工效学,2001,7(2)：36-39
11.李军峰.职业生涯设计及其新发展[J].科学管理研究,2000,18(2)：19-22
12.刘小平.组织承诺影响因素研究比较研究[J].管理科学,2003,16(4)：7-12
13.刘莉莉.组织职业生涯管理对知识员工感情承诺的影响研究[D].湖南：湖南大学,2007
14.凌玲.工作满意度、组织信任和组织承诺关系的实证研究[J].企业经济,2009,(1)：43-45
15.刘芳芳.员工组织职业生涯管理与员工组织承诺之间的关系研究[D].北京：中国人民大学,2005
16.凌文辁、张治灿、方俐洛.影响组织承诺的因素探讨[J].心理学报,2001,33(3)：259-263
17.龙立荣、方俐洛、凌文辁.组织职业生涯管理与员工心理与行为的关系[J],心理学报,2002,34(1)：251-256
18.龙立荣,方俐洛,凌文辁.组织职业生涯管理及效果的实证研究[J].管理科学学报.2002,5(4)：61-66
19.龙立荣.职业生涯管理的结构及其关系研究[M].武汉：华中师范大学出版社,2002：1-164
20.林泽炎主编.中国人力资源发展报告-转型中国企业人力资源管理[M].北京：中国劳动社会保障出版社,2004：102-118
21.王萍.人与组织匹配的理论与方法的研究[D].武汉：武汉理工大学,2007
22.肖波.组织沟通、组织职业生涯管理满意度与组织承诺之实证研究[D].重庆：重庆大学,2006
23.谢晋宇.后企业时代的职业生涯开发研究和实践[J].南开管理评论,2003,(2)：13-18
24.许玉春.临床本科学历护士职业生涯规划的影响因素及管理探讨[J].医院管理,2007, (8)：755-756
25.杨春江,逯叶.知识员工组织承诺前因变量影响研究[J].科技管理研究,2007,(11)：195-197
26.于泳红.职业生涯决策整合模型研究[D].上海：华东师范大学,2004
27.周文霞.职业生涯管理[M].上海：复旦大学出版社,2004：15-122
28.赵慈娟,龙立荣,个人-组织符合度的测量明[J].人类工效学,2003,(12)：54-59
29.张一弛,梁钧平,刘鹏,邓建修.个体价值观在员工离职倾向决定中的调节效应研究[J].中国地质大学学报(社会科学版),2005,(3)：8-16
30.张蕾,许庆瑞.基于能力的知识工作者职业生涯发展研究[J].科学学研究,2004,22(2)：183-185
31.赵郝锐,刘轩.组织承诺影响因素研究[J].管理视野,2008,(3)：92-93
32.张勉,张德,于丹.期望匹配度对个体效能变量的影响实证研究[J].预测,2003,(4)：16-22
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