本文選題：文化創(chuàng)意 + 核心人才　； 參考：《北方工業(yè)大學(xué)》2012年碩士論文

【摘要】：20世紀(jì)90年代,文化創(chuàng)意產(chǎn)業(yè)逐漸受到歐洲、北美、澳洲、東亞、南亞地區(qū)文化和經(jīng)濟(jì)界高度關(guān)注。我國(guó)是從2004年開(kāi)始逐步加大發(fā)展文化創(chuàng)意產(chǎn)業(yè)的力度。由于產(chǎn)業(yè)的尚未成熟,文化創(chuàng)意人才‘流動(dòng)非常頻繁,給企業(yè)帶來(lái)了不小的損失。在此背景下,研究文化創(chuàng)意企業(yè)究竟如何保留核心人才具有十分重大的理論價(jià)值和實(shí)踐意義。 為了保證研究的科學(xué)性,本文將定性研究和定量研究相結(jié)合。定性研究主要為模型的構(gòu)建；定量研究主要利用實(shí)證來(lái)驗(yàn)證模型假設(shè)的合理性。策略部分的提出是建立在定性研究和定量研究成果的基礎(chǔ)上的。 定性研究的模型構(gòu)建部分主要有兩條研究思路：一是歸納總結(jié)文化創(chuàng)意企業(yè)核心人才的特征,為構(gòu)建理論模型奠定人員特色基礎(chǔ)；二是梳理篩選企業(yè)員工離職影響因素并形成體系,為構(gòu)建理論模型奠定理論框架基礎(chǔ)。本文運(yùn)用文獻(xiàn)研究法、頭腦風(fēng)暴法、訪談法等,提出了基于勞動(dòng)合同制和勞務(wù)合同制兩個(gè)角度來(lái)歸納不同雇傭類型的文化創(chuàng)意核心人才特征的思路；采用文獻(xiàn)研究法、訪談法等,形成了模型所需的變量體系和創(chuàng)建了模型框架。 定量研究以確定模型所涉及的構(gòu)念的邊界為開(kāi)始,采用演繹法的測(cè)驗(yàn)發(fā)展模式,在改編經(jīng)典的測(cè)量量表的基礎(chǔ)上形成調(diào)查問(wèn)卷。在問(wèn)卷信度和效度檢驗(yàn)通過(guò)的基礎(chǔ)上,利用因子分析法、方差分析、相關(guān)性分析、回歸分析等方法來(lái)驗(yàn)證各變量之間的因果關(guān)系,同時(shí)檢驗(yàn)了變量的中介作用和調(diào)節(jié)作用。結(jié)果證實(shí)：①組織公平感的三個(gè)維度均正向影響組織支持感；②上級(jí)地位感正向影響組織支持感；③支持性工作條件正向影響組織支持感,但受到組織提供這一支持性條件是否是自愿性的調(diào)節(jié)；④組織支持感正向影響組織承諾1和組織承諾2；⑤組織承諾1負(fù)向影響離職傾向。 策略提出部分以系統(tǒng)論的思想為指導(dǎo),提出了基于宏觀、中觀和微觀三個(gè)層面的人才保留思想。本文從中觀層面考慮保留文化創(chuàng)意核心人才,基于經(jīng)過(guò)實(shí)證的理論模型提出了由優(yōu)化管理策略、離職預(yù)警策略、保留激勵(lì)策略、離職管理策略、企業(yè)利益保護(hù)策略組成的文化創(chuàng)意企業(yè)核心人才保留策略體系。
[Abstract]:In the 1990s, cultural and creative industries gradually attracted great attention from the cultural and economic circles in Europe, North America, Australia, East Asia and South Asia. Since 2004, China has gradually increased its efforts to develop cultural and creative industries. As the industry is not mature, cultural and creative talents' flow is very frequent, to the enterprise has brought not small losses. Under this background, it is of great theoretical value and practical significance to study how cultural creative enterprises retain their core talents. In order to ensure the scientific nature of the study, this paper combines qualitative and quantitative research. The qualitative research mainly is the model construction, the quantitative research mainly uses the demonstration to verify the model hypothesis rationality. The strategy part is based on qualitative and quantitative research results. There are two main ideas in the model construction of qualitative research: one is to sum up the characteristics of the core talents of cultural and creative enterprises, and to lay the foundation of personnel characteristics for the construction of theoretical model; The second is to sort out the influencing factors of employee turnover and form a system to establish the theoretical framework for the theoretical model. Based on the methods of literature research, brainstorming, interview and so on, this paper puts forward the idea of summarizing the characteristics of cultural and creative core talents of different types of employment based on the labor contract system and the labor contract system, and adopts the literature research method. The method of interview, etc., forms the variable system needed for the model and creates the framework of the model. The quantitative study starts with determining the boundary of the structure involved in the model, adopts the development model of the deductive test, and forms the questionnaire on the basis of the adaptation of the classical measurement scale. Based on the reliability and validity of the questionnaire, factor analysis, variance analysis, correlation analysis, regression analysis and other methods were used to verify the causal relationship between the variables, at the same time, the mediating and regulating effects of the variables were tested. The results showed that the three dimensions of the sense of organizational fairness were all positive to the sense of organizational support. 2 the sense of superior position positively affected the sense of organizational support and the supportive working conditions positively affected the sense of organizational support. But whether the support condition provided by the organization is voluntary or not, the sense of organizational support positively affects organizational commitment 1 and organizational commitment 2 commitment 1 negatively affects turnover intention. The strategy is based on the idea of system theory, and puts forward the idea of talent retention based on macro, meso and micro level. In this paper, the core talents of culture and creativity are considered from the middle level. Based on the empirical theoretical model, this paper puts forward the strategies of optimizing management strategy, leaving early warning strategy, retaining incentive strategy, leaving management strategy. Corporate interest protection strategy composed of cultural creative enterprises core talent retention strategy system.
【學(xué)位授予單位】：北方工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：G124;C964.2;F224

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