【摘要】：新的經(jīng)濟環(huán)境下,經(jīng)歷了扁平化管理改革、網(wǎng)點轉(zhuǎn)型、業(yè)務(wù)流程再造等一系列現(xiàn)代化管理改革實踐,傳統(tǒng)的職業(yè)生涯模式逐漸瓦解,建行香坊支行員工傳統(tǒng)的穩(wěn)定、可預(yù)見的職業(yè)生涯變得復(fù)雜。新的職業(yè)生涯模式下,只有具備職業(yè)韌性的員工才能取得職業(yè)生涯成功,只有擁有高職業(yè)韌性員工的企業(yè)才能實現(xiàn)長遠(yuǎn)發(fā)展。 基于對培養(yǎng)員工職業(yè)韌性重要性的考量,本文以建行哈爾濱香坊支行為研究對象,采用文獻(xiàn)分析法、深度訪談法、問卷調(diào)查法、統(tǒng)計分析等方法,研究了建行哈爾濱香坊支行員工職業(yè)韌性的現(xiàn)狀、存在的問題,以及問題產(chǎn)生的原因,并提出了解決的方法策略。 首先,在文獻(xiàn)研究基礎(chǔ)上,通過問卷調(diào)查對建行哈爾濱香坊支行員工職業(yè)韌性現(xiàn)狀進行了分析,發(fā)現(xiàn)員工職業(yè)韌性存在著靈活性差、職業(yè)主動性不強、職業(yè)韌性發(fā)展結(jié)構(gòu)不協(xié)調(diào)的問題。其次,將職業(yè)韌性問題存在的原因歸納為員工個人原因和組織管理原因。最后,在建行哈爾濱香坊支行員工職業(yè)韌性現(xiàn)狀分析、職業(yè)韌性問提的原因分析基礎(chǔ)上,提出了建行哈爾濱香坊支行員工職業(yè)韌性培養(yǎng)策略。員工自身可從開發(fā)社會資本、人力資本、心理資本幾方面提升職業(yè)韌性。組織可以從完善人力資源管理體系、注重員工培訓(xùn)和開發(fā)、提供員工援助計劃項目幾方面入手提高建行哈爾濱香坊支行員工職業(yè)韌性。
[Abstract]:Under the new economic environment, it has experienced a series of modern management reform practices, such as flat management reform, network transformation, business process reengineering and so on. A predictable career becomes complicated. Under the new career model, only the employees with professional toughness can achieve career success, and only the enterprises with high career toughness can achieve long-term development. Based on the consideration of the importance of cultivating employees' professional resilience, this paper uses the methods of literature analysis, in-depth interview, questionnaire survey and statistical analysis to study the behavior of Xiangfang branch in Harbin, China Construction Bank. This paper studies the present situation, the existing problems and the causes of the employees' professional toughness in Harbin Xiangfang Branch of China Construction Bank, and puts forward the methods and strategies to solve the problems. First of all, on the basis of literature research, the paper analyzes the present situation of employees' professional toughness in Harbin Xiangfang Branch of China Construction Bank by questionnaire, and finds that the flexibility of employees' professional resilience is poor, and the professional initiative is not strong. The problem of uncoordinated structure of professional toughness development. Secondly, the causes of the problem of professional resilience are summed up as personal reasons and organizational management reasons. Finally, on the basis of the analysis of the present situation of the employees' professional toughness and the reasons of the problem, the paper puts forward the training strategy of the employees' professional toughness of the Harbin Xiangfang Branch of China Construction Bank. Employees themselves can develop social capital, human capital, psychological capital to enhance professional resilience. The organization can improve the staff's professional toughness from perfecting human resource management system, paying attention to staff training and development, and providing employee assistance program projects to improve the staff's professional toughness of Harbin Xiangfang Branch of CCB.
【學(xué)位授予單位】：遼寧大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F272.92;F832.33

【參考文獻(xiàn)】

中國期刊全文數(shù)據(jù)庫 前7條

1 丁亞忠;;西方職業(yè)韌性研究的啟示及培養(yǎng)途徑分析[J];內(nèi)蒙古科技與經(jīng)濟;2009年04期

2 許諾;凌文輇;;初探職業(yè)韌性的培養(yǎng)[J];企業(yè)經(jīng)濟;2007年09期

3 楊從杰,吳興華,董國峰;管理者的復(fù)原力及其開發(fā)[J];人才開發(fā);2005年03期

4 李海壘;張文新;;心理韌性研究綜述[J];山東師范大學(xué)學(xué)報(人文社會科學(xué)版);2006年03期

5 李永鑫,佘凌;人格堅韌性與健康關(guān)系的研究[J];心理科學(xué);2004年06期

6 王雁飛;國外員工援助計劃相關(guān)研究述評[J];心理科學(xué)進展;2005年02期

7 李霞;謝晉宇;張伶;;職業(yè)韌性研究述評[J];心理科學(xué)進展;2011年07期

，

本文編號：2284216