基于情商與社會型職業(yè)興趣的職業(yè)成熟度與職位獲取研究
發(fā)布時間：2018-07-29 06:25
【摘要】：本研究在綜合相關(guān)理論和實證研究文獻(xiàn)的基礎(chǔ)上,結(jié)合國內(nèi)實際環(huán)境和現(xiàn)實背景,選擇以高校應(yīng)屆畢業(yè)生為研究對象,并基于計劃行為理論和社會適應(yīng)理論,探究個體的職業(yè)成熟度、情商、社會型職業(yè)興趣與個體職位獲取間的關(guān)系,包括職業(yè)成熟度、情商、社會型職業(yè)興趣與個體職位獲取與否及預(yù)期職位匹配度之間的作用機(jī)制,并據(jù)此分析在求職者個體發(fā)展的層面上能提高畢業(yè)生求職成功率與預(yù)期職位匹配度的切實可行的方法。研究基于張智勇等人修訂的職業(yè)成熟度自評量表、WongLaw情商自評量表、職業(yè)興趣度量表編制用于數(shù)據(jù)收集的有效問卷,并且從個體職位獲取的數(shù)量(職位獲取與否)和質(zhì)量(預(yù)期職位匹配度)兩個方面入手,衡量個體的職位獲取情況。利用SPSS對問卷的各個題項進(jìn)行獨立樣本T檢驗,進(jìn)一步保證實證數(shù)據(jù)的可靠性和有效性,并且基于所收集到的有效數(shù)據(jù)對各變量進(jìn)行相關(guān)分析和回歸分析,探究變量間的聯(lián)系,確定變量間所存在的作用機(jī)制。研究發(fā)現(xiàn):個體的職業(yè)成熟度越高,成功獲得職位的可能性越大,所獲得的職位與預(yù)期職位間的匹配程度也越高;情商和社會型職業(yè)興趣會增強(qiáng)個體職業(yè)成熟度與職位獲取與否間的聯(lián)系;情商作為中介變量加強(qiáng)了個體職業(yè)成熟度與預(yù)期職位匹配度之間的聯(lián)系;而社會型職業(yè)興趣對于個體職業(yè)成熟度與預(yù)期職位匹配度之間的聯(lián)系則無顯著的影響。本研究從數(shù)量和質(zhì)量兩個角度出發(fā)綜合評價個體的職位獲取情況,并創(chuàng)新性地基于計劃行為理論和社會適應(yīng)理論,從個體職業(yè)成熟度、情商和職業(yè)興趣這三個角度入手,以實證的方式分析得到了這幾個變量間實際存在的作用機(jī)制,驗證了個體職業(yè)成熟度、情商、社會型職業(yè)興趣有助于個體職位獲取這一經(jīng)驗判斷,既豐富了國內(nèi)有關(guān)于職業(yè)成熟度的實證研究內(nèi)容,又為國內(nèi)高校畢業(yè)生就業(yè)問題的研究提供了一個新的角度,同時也拓展了計劃行為理論與社會適應(yīng)理論在實證研究上的應(yīng)用。同時,基于本研究的發(fā)現(xiàn)可知:提高高校畢業(yè)生的職業(yè)成熟度和情商水平,基于個人特質(zhì)合理發(fā)展職業(yè)興趣,及早確立符合自身個性和長處的職業(yè)目標(biāo),通過專業(yè)知識的學(xué)習(xí)與實踐經(jīng)驗的積累做好求職前的準(zhǔn)備,積極參與各類活動,有意識地積累職場人脈,搭建職業(yè)關(guān)系網(wǎng)絡(luò),在求職的過程中充分發(fā)揮情商對于情緒的洞察、調(diào)節(jié)和激勵作用,是增強(qiáng)高校畢業(yè)生就業(yè)競爭力,提高高校畢業(yè)生就業(yè)質(zhì)量主觀感知的行之有效的方法。
[Abstract]:On the basis of synthesizing the relevant theory and empirical research literature, combining the domestic actual environment and the realistic background, this research chooses the university graduates as the research object, and based on the planning behavior theory and the social adaptation theory. To explore the relationship between individual professional maturity, emotional quotient, social occupational interest and individual position acquisition, including career maturity, emotional quotient, social vocational interest and individual position acquisition or not, as well as the function mechanism of expected position matching. On the basis of this, the paper analyzes the feasible methods to improve the matching degree between the success rate and the expected position of the graduates in the level of individual development of job seekers. Based on Zhang Zhiyong et al.'s revised self-rating scale of career maturity and self-rating scale of emotional Quotient of ongLaw, an effective questionnaire for data collection was compiled by the scale of professional interest. And from the two aspects of individual position acquisition quantity (position acquisition or not) and quality (expected position matching degree), the individual position acquisition situation is measured. In order to ensure the reliability and validity of the empirical data, SPSS is used to carry out independent sample T test on each item of the questionnaire, and based on the valid data collected, the correlation analysis and regression analysis of the variables are carried out to explore the relationship between the variables. Determine the mechanism of action between variables. The study found that: the higher the professional maturity, the greater the probability of successful job acquisition, and the higher the matching degree between the obtained position and the expected position; Emotional quotient (EQ) and social vocational interest (EQ) can enhance the relationship between individual professional maturity and position acquisition, and EQ as an intermediary variable strengthens the relationship between individual professional maturity and expected position matching. However, social vocational interest has no significant effect on the relationship between individual career maturity and expected position matching. This study comprehensively evaluates the position acquisition of individuals from the perspectives of quantity and quality, and innovatively bases on the theory of planning behavior and social adaptation, starting from the three angles of individual career maturity, emotional quotient and career interest. Through empirical analysis, the actual mechanism between these variables is obtained, which verifies the empirical judgment that individual career maturity, emotional quotient and social occupational interest contribute to individual job acquisition. It not only enriches the domestic empirical research on career maturity, but also provides a new angle for the study of the employment of college graduates in China. At the same time, it also expands the application of planning behavior theory and social adaptation theory in empirical research. At the same time, based on the findings of this study, we can know: to improve the professional maturity and emotional quotient level of college graduates, to develop career interest reasonably based on personal characteristics, and to establish career goals that accord with their own personality and strengths as soon as possible. Through the study of professional knowledge and the accumulation of practical experience to prepare for a job, actively participate in all kinds of activities, consciously accumulate professional contacts, build a network of professional relations, and give full play to emotional intelligence for emotional insight in the process of seeking employment. It is an effective method to enhance the employment competitiveness of college graduates and improve their subjective perception of employment quality.
【學(xué)位授予單位】：東華大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：C913.2
本文編號：2151816
[Abstract]:On the basis of synthesizing the relevant theory and empirical research literature, combining the domestic actual environment and the realistic background, this research chooses the university graduates as the research object, and based on the planning behavior theory and the social adaptation theory. To explore the relationship between individual professional maturity, emotional quotient, social occupational interest and individual position acquisition, including career maturity, emotional quotient, social vocational interest and individual position acquisition or not, as well as the function mechanism of expected position matching. On the basis of this, the paper analyzes the feasible methods to improve the matching degree between the success rate and the expected position of the graduates in the level of individual development of job seekers. Based on Zhang Zhiyong et al.'s revised self-rating scale of career maturity and self-rating scale of emotional Quotient of ongLaw, an effective questionnaire for data collection was compiled by the scale of professional interest. And from the two aspects of individual position acquisition quantity (position acquisition or not) and quality (expected position matching degree), the individual position acquisition situation is measured. In order to ensure the reliability and validity of the empirical data, SPSS is used to carry out independent sample T test on each item of the questionnaire, and based on the valid data collected, the correlation analysis and regression analysis of the variables are carried out to explore the relationship between the variables. Determine the mechanism of action between variables. The study found that: the higher the professional maturity, the greater the probability of successful job acquisition, and the higher the matching degree between the obtained position and the expected position; Emotional quotient (EQ) and social vocational interest (EQ) can enhance the relationship between individual professional maturity and position acquisition, and EQ as an intermediary variable strengthens the relationship between individual professional maturity and expected position matching. However, social vocational interest has no significant effect on the relationship between individual career maturity and expected position matching. This study comprehensively evaluates the position acquisition of individuals from the perspectives of quantity and quality, and innovatively bases on the theory of planning behavior and social adaptation, starting from the three angles of individual career maturity, emotional quotient and career interest. Through empirical analysis, the actual mechanism between these variables is obtained, which verifies the empirical judgment that individual career maturity, emotional quotient and social occupational interest contribute to individual job acquisition. It not only enriches the domestic empirical research on career maturity, but also provides a new angle for the study of the employment of college graduates in China. At the same time, it also expands the application of planning behavior theory and social adaptation theory in empirical research. At the same time, based on the findings of this study, we can know: to improve the professional maturity and emotional quotient level of college graduates, to develop career interest reasonably based on personal characteristics, and to establish career goals that accord with their own personality and strengths as soon as possible. Through the study of professional knowledge and the accumulation of practical experience to prepare for a job, actively participate in all kinds of activities, consciously accumulate professional contacts, build a network of professional relations, and give full play to emotional intelligence for emotional insight in the process of seeking employment. It is an effective method to enhance the employment competitiveness of college graduates and improve their subjective perception of employment quality.
【學(xué)位授予單位】：東華大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：C913.2
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