【摘要】：中國經(jīng)濟(jì)已進(jìn)入轉(zhuǎn)型期,經(jīng)濟(jì)結(jié)構(gòu)中的一些深層次矛盾已逐步顯露出來,國有企業(yè)改革也隨之進(jìn)入關(guān)鍵期,成為進(jìn)一步深化改革的關(guān)鍵。筆者認(rèn)為,制約著國有企業(yè)發(fā)展的瓶頸是缺乏一支示范帶頭作用的職業(yè)經(jīng)理人隊伍。由于知識經(jīng)濟(jì)時代,企業(yè)經(jīng)營的環(huán)境越來越復(fù)雜,對企業(yè)經(jīng)營決策的科學(xué)性與正確性提出更高要求。作為知識載體的職業(yè)經(jīng)理人在企業(yè)發(fā)展過程中起到至關(guān)重要的作用,直接影響著企業(yè)的發(fā)展方向和經(jīng)營戰(zhàn)略。然而我國尤其是國有企業(yè)長期面臨著職業(yè)經(jīng)理人缺口的局面。針對職業(yè)經(jīng)理人發(fā)展現(xiàn)狀,以及國有企業(yè)引入職業(yè)經(jīng)理人制度的障礙,本文采用規(guī)范分析研究法,將理論與實際聯(lián)系起來,通過了解職業(yè)經(jīng)理人的素質(zhì)特征,分析職業(yè)經(jīng)理人的成長環(huán)境和國有企業(yè)引入職業(yè)經(jīng)理人制度的現(xiàn)狀,從而為國有企業(yè)職業(yè)經(jīng)理人成長機(jī)制提出可行化建議。本文分為六章,其中國有企業(yè)職業(yè)經(jīng)理人成長機(jī)制的設(shè)計是本文的重點。第一、二章是本文的理論部分,主要介紹了本文的研究思路和創(chuàng)新之處,回顧了有關(guān)國有企業(yè)和職業(yè)經(jīng)理人的相關(guān)文獻(xiàn)與理論,為研究提供了理論支持。第三章從“大五人格”維度結(jié)合企業(yè)家調(diào)查系統(tǒng)數(shù)據(jù)描述了職業(yè)經(jīng)理人素質(zhì)特征。第四章通過中國職業(yè)經(jīng)理人年度報告分析了職業(yè)經(jīng)理人的成長環(huán)境,之后聚焦于國有企業(yè)引入職業(yè)經(jīng)理人制度的現(xiàn)狀分析。第五章以前文分析為基礎(chǔ),分別從職業(yè)經(jīng)理人個人、企業(yè)以及社會層面對我國職業(yè)經(jīng)理人成長機(jī)制提出建議。第六章總結(jié)全文。本文基于職業(yè)經(jīng)理人內(nèi)外協(xié)同成長模式,對國有企業(yè)引入職業(yè)經(jīng)理人制度現(xiàn)狀和問題進(jìn)行了系統(tǒng)化的梳理,從而對國有企業(yè)職業(yè)經(jīng)理人成長機(jī)制的設(shè)計提出相關(guān)建議�？偠灾�,本文對國有企業(yè)職業(yè)經(jīng)理人的成長機(jī)制進(jìn)行了探討,對國有企業(yè)培養(yǎng)、選聘、激勵與約束職業(yè)經(jīng)理人有重要的借鑒意義。
[Abstract]:China's economy has entered into a transitional period, some deep-seated contradictions in the economic structure have been gradually revealed, and the reform of state-owned enterprises has also entered a critical period, which has become the key to further deepening the reform. The author believes that the bottleneck restricting the development of state-owned enterprises is the lack of a leading role of professional managers. In the era of knowledge economy, the environment of enterprise management is becoming more and more complicated, which demands higher scientific and correct management decision. As a carrier of knowledge, professional managers play an important role in the process of enterprise development, and directly affect the development direction and management strategy of enterprises. However, our country, especially the state-owned enterprises, is facing the shortage of professional managers for a long time. In view of the present situation of professional manager development and the obstacles of introducing professional manager system into state-owned enterprises, this paper adopts normative analysis and research method, connecting theory with practice, through understanding the quality characteristics of professional manager. This paper analyzes the growth environment of professional managers and the present situation of introducing the professional manager system into state-owned enterprises, and puts forward feasible suggestions for the growth mechanism of professional managers in state-owned enterprises. This article is divided into six chapters, in which the state-owned enterprise professional manager growth mechanism design is the focus of this paper. The first and second chapters are the theoretical part of this paper, which mainly introduces the research ideas and innovations of this paper, reviews the relevant literature and theories about state-owned enterprises and professional managers, and provides theoretical support for the research. The third chapter describes the professional manager's quality characteristics from the dimension of Big five Personality and the data of Entrepreneurial investigation system. The fourth chapter analyzes the growth environment of professional managers through the annual report of professional managers in China, and then focuses on the current situation of introducing the professional manager system into state-owned enterprises. Chapter five, based on the previous analysis, puts forward some suggestions on the growth mechanism of professional managers in China from the aspects of individual, enterprise and society. Chapter six summarizes the full text. Based on the internal and external cooperative growth model of professional managers, this paper systematically combs the present situation and problems of introducing the professional manager system into state-owned enterprises, and then puts forward some relevant suggestions on the design of the mechanism of professional manager growth in state-owned enterprises. In a word, this paper probes into the growth mechanism of professional managers in state-owned enterprises, which is of great significance for the cultivation, selection, recruitment, encouragement and restraint of professional managers in state-owned enterprises.
【學(xué)位授予單位】：華中師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.91

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