本文選題：新員工 + 職業(yè)成長�。� 參考：《閩南師范大學(xué)》2017年碩士論文

【摘要】：在無邊界和易變職業(yè)生涯的新職業(yè)時(shí)代,員工的就業(yè)機(jī)會(huì)和就業(yè)觀念發(fā)生了很大的改變,沿著企業(yè)職級(jí)垂直爬升不再是他們理想的選擇,而不斷的提升職業(yè)能力,達(dá)成自身期望的職業(yè)目標(biāo),在動(dòng)態(tài)的環(huán)境中獲得快速的職業(yè)成長成為他們的主要追求。員工在組織內(nèi)得不到良好的職業(yè)成長,對(duì)組織的承諾就會(huì)降低,以至離職。這對(duì)企業(yè)保持持續(xù)競爭能力以及戰(zhàn)略目標(biāo)的達(dá)成,都是極為不利的。所以,職業(yè)成長既是員工的需求,也是企業(yè)應(yīng)予以關(guān)注的重要問題。如何提升員工的組織職業(yè)成長引起了近些年學(xué)者們的廣泛探討,然而他們對(duì)組織因素研究較多,對(duì)個(gè)體因素關(guān)注不足。根據(jù)易變和無邊界生涯理論,主導(dǎo)職業(yè)生涯發(fā)展的是個(gè)體而非組織,也就是說組織因素對(duì)員工職業(yè)成長的影響需作用于個(gè)體因素才能發(fā)揮其效用。研究組織因素對(duì)員工的職業(yè)成長是非常重要的,但最終解釋員工職業(yè)成長狀況的不同,則還必須考慮到個(gè)體心理和認(rèn)知。因此,為了彌補(bǔ)以往研究的不足,并進(jìn)一步深化我們對(duì)職業(yè)成長的理解,本文試圖從組織支持感的角度出發(fā),對(duì)新員工個(gè)體因素如何促進(jìn)其職業(yè)成長開展探索性實(shí)證研究。本文通過相關(guān)領(lǐng)域的研究綜述,借助心理資源理論和工作動(dòng)機(jī)理論,對(duì)361名新員工進(jìn)行調(diào)查,分析了新員工組織支持感與職業(yè)成長的關(guān)系以及主動(dòng)社會(huì)化行為在上述關(guān)系中的中介作用,進(jìn)一步分析新員工心理資本對(duì)中介作用的調(diào)節(jié)效應(yīng)。研究結(jié)果表明:(1)新員工組織支持感對(duì)職業(yè)成長有顯著的正向預(yù)測(cè)作用;(2)新員工主動(dòng)社會(huì)化行為在組織支持感與職業(yè)成長的關(guān)系中起到部分中介作用;(3)新員工的組織支持感?主動(dòng)社會(huì)化行為?職業(yè)成長的中介作用路徑的前一階段受到心理資本的調(diào)節(jié)作用。
[Abstract]:In the new career era of boundless and changeable career, employees' employment opportunities and concept of employment have changed a lot. It is no longer their ideal choice to climb up vertical along the enterprise level, but to constantly improve their professional ability. Achieving their desired career goals and achieving rapid career growth in a dynamic environment have become their main pursuit. If employees do not grow well within the organization, their commitment to the organization will decrease and even leave. This is extremely disadvantageous for enterprises to maintain their ability to compete continuously and to achieve their strategic objectives. Therefore, career growth is not only the needs of employees, but also an important issue that enterprises should pay attention to. How to promote the organizational career growth of employees has been widely discussed by scholars in recent years. However, they pay more attention to organizational factors and pay less attention to individual factors. According to the theory of variable and boundless career, it is the individual rather than the organization that dominates the career development, that is, the influence of the organizational factor on the employee's career growth needs to be influenced by the individual factor in order to play its role. The study of organizational factors is very important to the professional growth of employees, but the final explanation of the differences in the status of professional growth of employees, we must also take into account the individual psychology and cognition. Therefore, in order to make up for the shortcomings of previous studies and further deepen our understanding of career growth, this paper attempts to conduct an exploratory empirical study on how individual factors of new employees promote their career growth from the perspective of organizational support. In this paper, 361 new employees were investigated with the help of psychological resources theory and work motivation theory. This paper analyzes the relationship between new employees' sense of organizational support and career growth and the intermediary role of active socialization behavior in these relationships, and further analyzes the moderating effect of new employees' psychological capital on intermediary function. The results show that: (1) organizational support of new employees has a significant positive predictive effect on career growth; (2) active socialization of new employees plays a part of intermediary role in the relationship between organizational support and career growth; (3) new employees' sense of organizational support? Active social behavior? The mediating path of career growth is regulated by psychological capital in the previous stage.
【學(xué)位授予單位】：閩南師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

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