【摘要】：農(nóng)民工是我國(guó)改革開(kāi)放進(jìn)程中成長(zhǎng)起來(lái)的一支獨(dú)特勞動(dòng)力隊(duì)伍,已經(jīng)成為勞動(dòng)力密集型產(chǎn)業(yè)工人的主力軍。因此對(duì)于農(nóng)民工職業(yè)成長(zhǎng)的研究的重要性就顯得尤為突出。但是,目前國(guó)內(nèi)外對(duì)于職業(yè)成長(zhǎng)課題的研究對(duì)象以大學(xué)生和管理層人員的群體為多,對(duì)農(nóng)民工就業(yè)的研究多數(shù)在城市化進(jìn)程的情境中進(jìn)行,并且現(xiàn)在我國(guó)對(duì)職業(yè)生涯管理方面的研究尚落后于西方發(fā)達(dá)國(guó)家。因此,對(duì)于農(nóng)民工職業(yè)成長(zhǎng)的研究就非常有必要。 本論文將結(jié)合職業(yè)成長(zhǎng)理論,將職業(yè)成長(zhǎng)模式和LS公司品控合規(guī)部的農(nóng)民工結(jié)合起來(lái),分析農(nóng)民工職業(yè)成長(zhǎng)中存在的具體問(wèn)題,結(jié)合詳實(shí)的數(shù)據(jù)作支撐,提出促進(jìn)農(nóng)民工職業(yè)成長(zhǎng)的策略,為我國(guó)農(nóng)民工的職業(yè)成長(zhǎng)提供一條新的思路。 對(duì)此,本論文提出如下幾個(gè)研究問(wèn)題：農(nóng)民工不能把握職業(yè)成長(zhǎng)機(jī)會(huì)的原因是什么?農(nóng)民工職業(yè)成長(zhǎng)的影響因素是什么?農(nóng)民工職業(yè)成長(zhǎng)的有效方法有哪些?針對(duì)這些研究問(wèn)題,本論文擬采用訪(fǎng)談法、扎根理論研究法、文獻(xiàn)分析法做相應(yīng)的分析研究。 本文通過(guò)對(duì)農(nóng)民工職業(yè)成長(zhǎng)的國(guó)內(nèi)外研究現(xiàn)狀的分析,結(jié)合LS公司實(shí)際情況,引入職業(yè)成長(zhǎng)、組織承諾和心理動(dòng)力三個(gè)變量結(jié)合扎根理論研究方法對(duì)農(nóng)民工職業(yè)成長(zhǎng)建立模型以及模型驗(yàn)證。在以往有關(guān)這三者的研究基礎(chǔ)上,本文針對(duì)這三者關(guān)系構(gòu)架的假設(shè)進(jìn)行了積極地探索,實(shí)證分析了它對(duì)于LS這一專(zhuān)做服裝類(lèi)奢侈品第三方物流的公司中品控崗位農(nóng)民工的影響作用。 經(jīng)過(guò)構(gòu)建LS公司品控合規(guī)部農(nóng)民工職業(yè)成長(zhǎng)的過(guò)程模型、數(shù)據(jù)收集、數(shù)據(jù)分析以及模型驗(yàn)證,本論文進(jìn)一步明確了組織承諾和心理動(dòng)力與職業(yè)成長(zhǎng)的正相關(guān)關(guān)系,得出如下結(jié)論：組織承諾和心理動(dòng)力能夠促進(jìn)農(nóng)民工的自我成長(zhǎng)和職業(yè)成長(zhǎng),增加他們的社會(huì)價(jià)值與自我職業(yè)資歷的積累；同時(shí),農(nóng)民工的職業(yè)成長(zhǎng)也可以使如LS之類(lèi)的公司從中得益,增強(qiáng)自身的競(jìng)爭(zhēng)力,以便能夠更好的參與市場(chǎng)競(jìng)爭(zhēng)。 本研究將為農(nóng)民工的職業(yè)規(guī)劃研究提供一定的參考,并具體為L(zhǎng)S公司品控操作崗位的農(nóng)民工的職業(yè)成長(zhǎng)提供可能性分析,最終為經(jīng)營(yíng)模式類(lèi)似的第三方倉(cāng)儲(chǔ)物流公司中的農(nóng)民工的職業(yè)發(fā)展提供普遍的借鑒意義。
[Abstract]:Migrant workers are a unique labor force growing up in the process of reform and opening up in China, and have become the main force of labor-intensive industrial workers. Therefore, the importance of the study on the professional growth of migrant workers is particularly prominent. However, at present, most of the research objects of career growth at home and abroad are college students and management personnel, and most of the research on migrant workers' employment is carried out in the context of urbanization. At present, the research on career management in our country lags behind the western developed countries. Therefore, it is necessary to study the career growth of migrant workers. Based on the theory of professional growth, this paper combines the career growth model with the migrant workers in the quality control and compliance department of LS Company, analyzes the specific problems existing in the career growth of migrant workers, and combines the detailed data as the support. This paper puts forward the strategies to promote the professional growth of migrant workers, and provides a new way of thinking for the professional growth of migrant workers in our country. In view of this, this paper puts forward the following research questions: what are the reasons why migrant workers can not grasp the career growth opportunities? What are the influencing factors of migrant workers' professional growth? What are the effective methods for the professional growth of migrant workers? In view of these research problems, this paper uses interview method, rooted theory research method and literature analysis method to do corresponding analysis and research. Based on the analysis of the status quo of the research on the professional growth of migrant workers at home and abroad, combined with the actual situation of LS Company, this paper introduces the professional growth. Three variables of organizational commitment and psychological motivation combined with the root theory research method to establish a model and model verification of migrant workers' career growth. On the basis of the previous researches on these three, this paper explores the hypothesis of the relationship between them. Empirical analysis of its impact on LS, a clothing luxury goods third-party logistics company in the quality control position of migrant workers. By constructing the process model, data collection, data analysis and model verification of migrant workers' professional growth in the quality control compliance department of LS Company, this paper further clarifies the positive correlation between organizational commitment and psychological motivation and career growth. The conclusions are as follows: organizational commitment and psychological motivation can promote the self-growth and professional growth of migrant workers, increase their social value and self-professional qualifications accumulation; At the same time, the career growth of migrant workers can also benefit companies such as LS, enhance their competitiveness, so as to better participate in market competition. This study will provide a certain reference for the study of migrant workers' career planning, and provide a possibility analysis for the professional growth of migrant workers in the LS company. Finally, it provides a general reference for the professional development of migrant workers in third-party warehousing logistics companies with similar business models.
【學(xué)位授予單位】：華東理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F426.86;F323.6

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