手機制造業(yè)研發(fā)人員職業(yè)生涯管理研究
發(fā)布時間：2018-08-12 09:31
【摘要】：隨著中國經(jīng)濟的高速發(fā)展和手機產(chǎn)品的普及,我國正逐漸進入全民手機的時代,中國手機市場正在取代美國成為最有潛力的市場。在這樣的背景下國內(nèi)外手機制造企業(yè)加強了對中國市場的重視,拉動了對中國手機研發(fā)人員的需求。手機制造需要穩(wěn)定的系統(tǒng)環(huán)境和創(chuàng)新的產(chǎn)品,研發(fā)實力是成就這一切的關(guān)鍵,對研發(fā)人員的職業(yè)生涯管理就顯得的尤為重要。職業(yè)生涯管理是現(xiàn)代人力資源管理領(lǐng)域的熱點之一,逐漸得到企業(yè)、社會和學(xué)者的重視,但針對手機制造業(yè)研發(fā)人員職業(yè)生涯管理問題的研究相對較少。本文以手機制造業(yè)研發(fā)人員作為主要研究對象,以職業(yè)生涯管理理論為理論依托,探究手機制造業(yè)研發(fā)人員的職業(yè)生涯管理現(xiàn)狀和改進方向。 首先,回顧了國內(nèi)外學(xué)者關(guān)于職業(yè)生涯管理的研究和實踐,對前人理論進行梳理和整合,并在此基礎(chǔ)上設(shè)計了手機制造業(yè)研發(fā)人員職業(yè)生涯管理系統(tǒng),該系統(tǒng)包括人力資源管理實施模塊、職業(yè)生涯管理策略模塊和重要影響因素模塊三部分。 其次,設(shè)計了手機制造業(yè)研發(fā)人員職業(yè)生涯管理調(diào)查問卷。通過預(yù)發(fā)放后的項目分析和題目修改得到正式問卷。正式問卷共包括基本信息分問卷、職業(yè)生涯管理策略分問卷和人力資源管理效能分問卷三部分。通過對手機制造業(yè)中的398名研發(fā)人員進行問卷調(diào)查,驗證了該問卷具有良好的信度和效度水平,并使用主成因子分析法提取了手機制造業(yè)職業(yè)生涯管理策略集合的五個維度：“招聘與錄用中的匹配維度”、“職業(yè)定位、能力評估及職業(yè)周期界定維度”、“職業(yè)發(fā)展通道設(shè)計維度”、“教育與培訓(xùn)維度”和“靈活工作與情感關(guān)懷維度”。在此基礎(chǔ)上運用模糊綜合評價法對手機制造業(yè)研發(fā)人員職業(yè)生涯管理水平進行了綜合評價,研究發(fā)現(xiàn)手機制造業(yè)職業(yè)生涯管理整體水平為良好,但仍存在改進空間。 再次,借助方差分析方法探究了職業(yè)錨、員工職業(yè)發(fā)展階段、性別、從業(yè)年齡、職位和學(xué)歷等重要因素對手機制造企業(yè)職業(yè)生涯管理策略實施差異的影響,結(jié)果表明除職業(yè)錨、性別以外其它影響因素對職業(yè)生涯管理策略實施差異影響顯著。使用結(jié)構(gòu)方程模型研究了職業(yè)生涯管理策略與自我職業(yè)生涯管理、保留員工、提高員工能力、降低員工倦怠水平之間的因果關(guān)系：第一,得出手機制造業(yè)研發(fā)人員職業(yè)生涯管理策略對自我職業(yè)生涯管理、保留員工、提高員工能力和降低員工倦怠水平具有正向影響關(guān)系；第二,發(fā)展員工能力有助于提高員工自我職業(yè)生涯管理水平；第三,員工自我職業(yè)生涯管理水平的提高有助于保留高級人才和降低員工倦怠水平。 最后,根據(jù)實證分析結(jié)果和行業(yè)現(xiàn)狀為手機制造企業(yè)對研發(fā)人員的職業(yè)生涯管理提出了部分啟示,包括系統(tǒng)化的職業(yè)生涯管理、強化招聘與錄用中的匹配、注重職業(yè)生涯管理實施反饋和定期評估、提供多通道職業(yè)發(fā)展模式、組織合理有效的職業(yè)生涯管理培訓(xùn)、注重工作與家庭的和諧和差異化的職業(yè)生涯管理等措施。
[Abstract]:With the rapid development of China's economy and the popularity of mobile phone products, China is gradually entering the era of mobile phone for all, and the Chinese mobile phone market is replacing the United States as the most promising market. Manufacturing requires a stable system environment and innovative products, R&D strength is the key to achieve all this, and it is particularly important for the career management of R&D personnel. The research on career management of mobile phone manufacturers is relatively few. This paper takes R&D personnel in mobile phone manufacturing industry as the main research object, and based on the theory of career management, explores the current situation and improvement direction of career management of mobile phone manufacturers.
Firstly, this paper reviews the research and practice of domestic and foreign scholars on career management, combs and integrates the predecessors'theories, and designs a career management system for R&D personnel in mobile phone manufacturing industry. The system includes three modules: human resource management implementation module, career management strategy module and important influencing factors module. Points.
Secondly, the paper designs a questionnaire on career management of R&D personnel in mobile phone manufacturing industry, which is composed of three parts: basic information questionnaire, career management strategy questionnaire and human resource management effectiveness questionnaire. A questionnaire survey was conducted to verify the reliability and validity of the questionnaire. Five dimensions of career management strategy set in mobile phone manufacturing industry were extracted by principal component analysis: matching dimension in recruitment and employment, career orientation, ability evaluation and career cycle definition, career development. On the basis of the exhibition corridor design dimension, education and training dimension and flexible work and emotional care dimension, this paper evaluates the career management level of R&D personnel in mobile phone manufacturing industry by using fuzzy comprehensive evaluation method, and finds that the overall level of career management in mobile phone manufacturing industry is good, but there are still some improvements. Space.
Thirdly, by means of variance analysis, this paper explores the influence of career anchor, career development stage, gender, age, position and education on the implementation of career management strategies in mobile phone manufacturing enterprises. The results show that other factors besides career anchor and gender have significant influence on the implementation of career management strategies. Using structural equation model, the causal relationship between career management strategy and self-career management is studied. The results show that career management strategy of R&D personnel in mobile phone manufacturing industry can manage their own career, retain employees, improve employee ability and reduce employee burnout. The level of employee burnout has a positive impact; secondly, the development of employee competence helps to improve the level of employee self-career management; thirdly, the improvement of employee self-career management helps to retain senior personnel and reduce the level of employee burnout.
Finally, according to the results of the empirical analysis and the current situation of the mobile phone industry, some enlightenments are put forward for the mobile phone manufacturer to the career management of R&D personnel, including systematic career management, strengthening the matching between recruitment and employment, paying attention to the feedback and periodic evaluation of career management, providing multi-channel career development model and reasonable organization. Effective career management training, pay attention to work and family harmony and differential career management measures.
【學(xué)位授予單位】：石家莊鐵道大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.6
本文編號：2178646
[Abstract]:With the rapid development of China's economy and the popularity of mobile phone products, China is gradually entering the era of mobile phone for all, and the Chinese mobile phone market is replacing the United States as the most promising market. Manufacturing requires a stable system environment and innovative products, R&D strength is the key to achieve all this, and it is particularly important for the career management of R&D personnel. The research on career management of mobile phone manufacturers is relatively few. This paper takes R&D personnel in mobile phone manufacturing industry as the main research object, and based on the theory of career management, explores the current situation and improvement direction of career management of mobile phone manufacturers.
Firstly, this paper reviews the research and practice of domestic and foreign scholars on career management, combs and integrates the predecessors'theories, and designs a career management system for R&D personnel in mobile phone manufacturing industry. The system includes three modules: human resource management implementation module, career management strategy module and important influencing factors module. Points.
Secondly, the paper designs a questionnaire on career management of R&D personnel in mobile phone manufacturing industry, which is composed of three parts: basic information questionnaire, career management strategy questionnaire and human resource management effectiveness questionnaire. A questionnaire survey was conducted to verify the reliability and validity of the questionnaire. Five dimensions of career management strategy set in mobile phone manufacturing industry were extracted by principal component analysis: matching dimension in recruitment and employment, career orientation, ability evaluation and career cycle definition, career development. On the basis of the exhibition corridor design dimension, education and training dimension and flexible work and emotional care dimension, this paper evaluates the career management level of R&D personnel in mobile phone manufacturing industry by using fuzzy comprehensive evaluation method, and finds that the overall level of career management in mobile phone manufacturing industry is good, but there are still some improvements. Space.
Thirdly, by means of variance analysis, this paper explores the influence of career anchor, career development stage, gender, age, position and education on the implementation of career management strategies in mobile phone manufacturing enterprises. The results show that other factors besides career anchor and gender have significant influence on the implementation of career management strategies. Using structural equation model, the causal relationship between career management strategy and self-career management is studied. The results show that career management strategy of R&D personnel in mobile phone manufacturing industry can manage their own career, retain employees, improve employee ability and reduce employee burnout. The level of employee burnout has a positive impact; secondly, the development of employee competence helps to improve the level of employee self-career management; thirdly, the improvement of employee self-career management helps to retain senior personnel and reduce the level of employee burnout.
Finally, according to the results of the empirical analysis and the current situation of the mobile phone industry, some enlightenments are put forward for the mobile phone manufacturer to the career management of R&D personnel, including systematic career management, strengthening the matching between recruitment and employment, paying attention to the feedback and periodic evaluation of career management, providing multi-channel career development model and reasonable organization. Effective career management training, pay attention to work and family harmony and differential career management measures.
【學(xué)位授予單位】：石家莊鐵道大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F426.6
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，本文編號：2178646
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