摘要
随着国家取消高等院校毕业生分配政策,引导毕业生自主择业和大规模的研究生扩招,研究生就业难的问题日渐凸显。这其中既有政策背景因素在里面,又有社会、教育、个人、家庭等因素的影响。但是影响研究生就业的最根本因素还是研究生的择业观念。择业观念是诸多心理要素的集合,这些要素与就业机会和就业质量之间的关系究竟如何,尚缺少深入的理论分析和实证研究。本研究的主要目的在于识别那些影响研究生择业观念的关键因素,并探究这些因素对就业的影响关系,以期能增强研究生就业教育的针对性,更有效的提高研究生群体的就业机会和就业质量。
本文首先对研究生就业的现状,影响研究生就业的原因及大学生择业观念的影响因素进行分析和梳理,结合以往的理论模型和河南省硕士研究生的就业环境,提出了研究生择业观念影响因素模型,提出择业发展观、择业地位观、择业报酬观、择业代价观四个主要维度影响就业机会和就业质量的假设。其次,根据模型和实际情况进行了问卷的设计和数据的收集。我们以位于郑州市的郑州大学、河南工业大学、河南农业大学、河南财经政法大学和郑州轻工业学院五所高校的2012届毕业研究生作为调查对象,然后运用SPSS18.0软件进行了问卷效度和信度的检测、样本的描述性统计及相关变量的独立样本t检验和方差分析,验证了问卷的合理性以及部分因素和因变量之间的关系,通过相关性分析和回归分析,检验择业观念各个维度对就业机会和质量的影响。研究结果表明：(1)个人背景影响研究生的择业观念。(2)择业观念各维度影响毕业研究生的就业质量。(3)择业观念各维度影响毕业研究生的就业机会。
在分析结果的基础上,我们建议高校应当重视对研究生职业生涯规划的教育引导,注重学术培养与社会需求的结合,注重培养研究生的兴趣爱好,引导研究生客观认识自己的才能,让他们认识社会现实,从而树立正确的职业价值观,并在此基础上培养研究生对职业通道的重视和规划。鼓励研究生走多元化就业道路,根据自己的情况选择单位,特别要培养研究生用发展的眼光看待职业选择,教育研究生用积极地态度看待就业。在鼓励研究生多投简历的同时,提醒其根据精力合理选择简历投送渠道。
Since the state canceled the distribution policy of college graduates but guided the graduates to choose their own jobs and enlarge post-graduate enrollment, the difficult problem of graduate employment is increasingly prominent. The factors causing problem are about policy, social, educational, personal, family and others. But the most fundamental factors affecting the employment of graduate or post-graduate is career aspiration. Career aspiration is a collection of many psychological elements. How the relationship between these elements and employment opportunities and quality of employment is still a lack of theoretical analysis and empirical research. The main purpose of this study is to identify the key factors that affect graduates' career aspiration and to explore the relationship of these factors impact on employment, in order to seek ways to enhance graduate employment education targeted and more effective to improve employment opportunities and quality.
In article we first study on status of graduate employment and scholars' research. Then we combine with previous theoretical models and the local environment of Henan Province, to build the graduate career concept influencing factors model. We discuss the concept of career development, career status, career reward and career consideration, these are the four main dimensions affect the employment opportunities and quality of employment assumptions. Then we makes a detailed analysis and propose the suitable theoretical assumptions. Secondly, according to the model and the actual situation of the design of the questionnaire we collect data. We choose five colleges and universities located in Zhengzhou City as samples. They are Zhengzhou University, Henan Industrial University, Henan Agricultural University, Henan University of Economics and Law, Zhengzhou Light Industry College. We take their2012post-graduates as a survey and collect the raw data through questionnaires, then use SPSS18.0software to analyze the questionnaires' validity and reliability. Then we test samples of descriptive statistics and related variables independent sample t-test and variance analysis to verify the relationship between the questionnaire and some of the factors and potential variables, correlation analysis and multiple linear regression analysis, inspection and viewpoints dimension of employment opportunities and quality. The study results showed that:
(1) Personal background affects graduates' career aspiration.
(2) Career aspiration affects career quality.
(3) Career aspiration affects career opportunities.
On the basis of the results of the analysis, we recommend that colleges and universities should pay attention to the education and guidance of graduate career planning. They should focus on the combination of academic training and social needs, nurture the interests of the graduate students and help them to get an objective understanding of their talents. Those will make them recognize the social reality and establish a correct professional values. On this basis, they can make graduate students realize the importance of career path and planning. Then they can encourage graduate students to the path of diversified employment, choose according to their own situation, in particular, to train graduate students to look at the development of career choices especially to teach graduate students with a positive attitude to look at employment. They should encourage graduate send out more resumes at the same time, but to remind them to choose right resume delivery channels.
引文
[1]王路江,马俊杰等.测量愿望——大学生职业选择实证研究[M].中国人民大学出版社,2001：3-4
[2]李玉婷.浅谈研究生扩招与就业问题分析[J].时代教育(教育教学版,2008,07
[3]卢烨陶,针对研究生择业期望的教育指导对策[J].思想教育研究,2009,(12)：219-221
[4]郭小兵,蒋恩凝.当代研究生择业社会心理因素探微[J].人才资源开发,2007,(11)：32-33
[5]李会兰,二元经济背景下研究生就业困境审视[J].现代教育科学,2011年01：131-134
[6]沈延兵,余新丽,费毓芳.扩招背景下研究生就业研究[J].思想理论教育,2006年,7-8
[7]秦俭.当代大学生择业观影响因素研究[D].湖南师范大学硕士学位论文,2008,(5)：1.
[8]唐明军.研究生择业心理问题与解决途径探析[J].长沙通信职业技术学院学报,2007(9)：60-62
[9]Frank Parsons. Choosing a Vocation[M]. Houghton Mifflin Company,1909:52
[10]Carl Ransom Rogers. Counseling and Psychotherapy[M]. Lightning Source Incorporated,2007
[11]曹金华,曹爱华.萨柏的职业生涯理论及其对高校职业指导工作的启示[J].江苏高教,2006,1：77-79
[12]王来顺.霍兰德职业选择理论及其现实运用[J].求索,2009年7
[13]Leslie Morrison Gutman, Ingrid Schoon. Correlates and consequences of uncertainty in career aspirations:Gender differences among adolescents in England[J]. Journal of Vocational Behavior,2012, Vol.80(3):608-618
[14]Joan M. Ostrove, Abigail J Stewart, Nicola LCurtin. Social class and belonging: implications for graduate students'career aspirations[J]. Journal of Higher Education, Nov-Dec,2011, Vol.82(6):748(26)
[15]Jennie Farley. Graduate women:Career aspirations and desired family size[J]. American Psychologist,1970, Vol.25(12):1099-1100
[16]Stephanie E Cassin, Alisa R Singer, Keith S Dobson, Elizabeth M Altmaier. Professional Interests and Career Aspirations of Graduate Students in Professional Psychology [J]. Training and Education in Professional Psychology,2007, Vol.1(1): 26-37
[17]Victor H. Vroom. Work and motivation[M]. New York Wiley,1964:20-22
[18]侯俊生.西方社会学理论教程[M].南开大学出版社,2006.
[19]田景海.大学生择业心理学[M].光明日报出版社,1990.
[20]徐平.大学生择业观相关因素分析[J].黑龙江高教研究,2006,2：21-22.
[21]刘宏伟,孙险宁.新时期研究生择业观探析[J].辽宁师范大学学报：社会科学版,2000,23(3)：9-11.
[22]梁书静,张斯琴,陈红,周庆环,曲琳.研究生择业观的相关因素分析及干预[J].中国高等医学教育,2008,8：107-108
[23]蒋秀卿,高校研究生择业观的分析与思考[J].中国大学生就业,2005年14：57-58
[24]陶国富,白苏娣.大学生择业心理：新世纪大学生心理研究[M].华东理工大学出版社,2002
[25]玺璺.择业心理自测[M].广州出版社,2004
[26]邓伟.论新形势下地方高校在研究生就业工作中的作用[J].教育与职业,2006年12：46-47
[27]么雪竹.职业技术高校研究生就业中的思想政治教育[J].职业教育研究,2010年5：63-64
[28]李恩,杨元晔.新形势下研究生就业问题思考[J].教育与职业,2007年03：185-186
[29]杨宏飞,严旻.研究生的择业完美主义与择业焦虑、择业效能感[J].中国心理卫生杂志,2012年04：319-320
[30]蒋玮,浅析基层院系研究生就业工作的重点和方法[J].中国林业教育,2011年3：86-88
[31]薛薇.SPSS统计分析方法及应用[M].北京：电子工业出版社,2009：2-15.
[32]张德存.统计学(第二版)[M].武汉理工大学出版社,2010
[33]吴萍.大学生的就业与职业[M].西南财经大学出版社,2008
[34]刘学景,丁木金.大学生就业指导[M].山东人民出版社,2010
[35]陶书中,徐耀生.大学生就业指导案例教程[M].
[36]詹一虹,李炎芳.研究生大学生就业指导与范例[M].华中师范大学出版社.2003
[37]张春华,孙鹏江.研究生.大学生就业指导[M].天津大学出版社,2000
[38]胡大敖.确定你的位置：大学就业心理分析[M].湖北教育出版,1990
[39]谢茂华、许克毅.西北地区研究生择业观解析.西安电子科技大学学报(社会科学版)[J],2000,12：107-110
[40]凌子.就业心理[M].中国人口出版社[M],1997
[41]张喜梅,徐赫男,吴琼.我国研究生择业观存在的问题及对策分析[J].中国冶金教育,2009,2：024.
[42]陈核来.大学毕业生就业指南[M].国防科技大学出版社,2003