企业员工职业高原及其对工作绩效和离职倾向的影响研究
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摘要
在人们职业生涯的发展过程中,职业高原几乎是一个难以回避的阶段。职业不单是满足物质需求的一种手段,更是人们满足成就感、自我价值感和自尊感等诸多心理需求的一种途径;然而,市场竞争的激烈、组织结构的变革在某种程度上限制了人们职业生涯的垂直发展,相应地员工达到职业高原的可能性愈来愈大。
在学术界,国外对职业高原的研究发端于上世纪的70年代末,研究成果丰富;目前,国内所能见到的文章主要是对国外职业高原研究的简单介绍或移植国外相关的研究成果,缺少从实证研究的角度研究职业高原在中国文化背景下的内涵、影响因素以及产生的后果等基础性问题。因此,对在中国文化背景下的职业高原进行深入研究,有着重要的理论价值和现实意义。
本文以企业员工职业高原为研究对象,以理论分析为指导,综合运用文献分析、实证研究和数理统计方法(包括描述性统计分析、因子分析、信度分析、独立样本T检验、多元分层回归分析、单因素方差分析和结构方程建模),分别对职业高原的维度结构、人口学变量与职业高原及其各维度之间的关系、不同类型职业高原下人口学变量对工作绩效和离职倾向的影响、处于不同维度职业高原进程中的员工其高原化程度对工作绩效和离职倾向影响的具体机制、职业高原不同维度在预测工作绩效和离职倾向时的相对重要性等进行了深入研究,试图揭示在中国文化背景下企业员工职业高原的内涵、结构、产生机理及其对工作绩效和离职倾向的影响。
通过研究,本文取得如下主要成果:
(1)员工的职业高原是一个多维结构,职业高原结构由层级高原、内容高原和动机高原三个维度组成。
(2)人口学变量对职业高原整体上的影响差异与对职业高原各维度的影响差异并不存在一致性,在不同类型的职业高原状态下,并非所有的人口学变量对工作绩效和离职倾向的影响均存在显著差异。
(3)层级高原相对内容高原而言对员工工作绩效具有更强的预测力;层级高原相对动机高原而言对于员工工作绩效具有更强的预测力;动机高原相对内容高原而言对于员工工作绩效具有更强的预测力。而在对离职倾向变异的解释中,职业高原的各维度之间并不存在显著差异。
相对于已有相关研究来说,本研究的创新点主要体现在构建并验证了本土化的企业员工职业高原的结构模型,编制了基于中国文化背景下的具有较好信度和效度指标的职业高原的测量工具,考查了我国职业高原的人口学变量特征,揭示了企业员工职业高原与工作绩效、离职倾向间存在的结构关系。
由于职业高原是一个多学科交叉的研究领域,对职业高原及其相关问题的研究目前已成为一个新的研究热点,有许多关键问题亟待攻克。受时间、条件、资源和精力等的限制,本文仅对企业员工职业高原与工作绩效、离职倾向的相关问题进行了研究,希望所取得的研究结果和创新对推进我国职业高原的进一步研究,能起到一点微薄的促进作用,能有助于企业更深层次地把握职业高原对企业员工所造成的影响,从而进一步为企业的管理实践提供指导和帮助。
Career plateau is almost an unavoidable stage in the career development process. Career is not only a means to meet the material needs, but also a way to meet the sense of accomplishment, self-esteem and other psychological needs. However, the fierce market competition and the transform of organization structure restricted people’s vertical career development in a way, accordingly, the possibility of career plateau is increasing more and more.
In academic, the research on career plateau was starting at the end of the 1970s with rich research results. At present, most of domestic articles only briefly introduce or transplant the foreign studies. There is no enough concern to such basic questions as connotation,influencing factors and consequences of career plateau in the environment of Chinese culture from the view of empirical. Therefore, the in-depth study to career plateau in the context of Chinese culture has important theoretical value and practical significance.
This paper carefully discussed the staff’s career plateau with research methods including theoretical analysis, literature analysis, empirical research and mathematic statistic(ssuch as, descriptive statistics analysis, principal components factor analysis, confirmatory factor analysis(CFA),correlate analysis, T-test, ANOVA and MANOVA, multiple regression, hierarchical multiple regression(HMR), structural equation modeling(SEM),et al.)
The paper has a deep research to the following sub-topics: the dimensions structure of career plateau, the relationship between demographic variables and career plateau, the variables’impact on job performance and turnover with different types of career plateau, the specific mechanism that how staff’s plateau level has effect to job performance and turnover, the relative importance of different plateau dimensions to predicting job performance and the tendency of turnover. This paper attempts to reveal the connotation, structure, and formation mechanism of staff’s career plateau in the environment of Chinese culture, and tries to analyze its impact on job performance and turnover.
Through the research, major achievements of this article are as follows:
(1) career plateau of stuff is a multi-dimensional structure,career plateau structure is composed by three dimensions: the level plateau, content plateau and motivation plateau。
(2) there is no consistency about the effectiveness of population variables between the difference of overall impact and the various dimensions impact of career plateau,at different types of occupational status of the career plateau, not all of the population variables on job performance and the impact of turnover intention exits significant differences t。
(3) the level plateau has a stronger predictive power of job performance of employees than the content plateau; also the level plateau has a stronger predictive power of job performance of employees than the motivation plateau; while the motivation plateau has a stronger predictive power of job performance of employees than the content plateau. But there is no significant difference in all dimensions of the career plateau to explain the variation of turnover intention; Compared with the existing research, the innovation of this paper is to build and verify the structure model of native career plateau, to formulate the measurement instrument of career plateau with good reliability and validity based on the Chinese culture background, to examine the characteristic of demography variable in career plateau, and more important, to disclose the structure relationship among career plateau, job performance and turnover .
Because of career plateau is a multi-interdisciplinary area of research, the study for career plateau and its related issues has become a new research hot spot, there is many of the key issue need to overcome urgently.
Due to the constraints of time, resources, energy and others, this article only focus on the staff’s career plateau, job performance, the tendency to leave and some related issues. We hope this study will be contributed to the further research on the topic of career plateau, could give enterprises more understanding about the plateau’s impact on their staff, and last, provide reference for the enterprises’human resource management.
在学术界,国外对职业高原的研究发端于上世纪的70年代末,研究成果丰富;目前,国内所能见到的文章主要是对国外职业高原研究的简单介绍或移植国外相关的研究成果,缺少从实证研究的角度研究职业高原在中国文化背景下的内涵、影响因素以及产生的后果等基础性问题。因此,对在中国文化背景下的职业高原进行深入研究,有着重要的理论价值和现实意义。
本文以企业员工职业高原为研究对象,以理论分析为指导,综合运用文献分析、实证研究和数理统计方法(包括描述性统计分析、因子分析、信度分析、独立样本T检验、多元分层回归分析、单因素方差分析和结构方程建模),分别对职业高原的维度结构、人口学变量与职业高原及其各维度之间的关系、不同类型职业高原下人口学变量对工作绩效和离职倾向的影响、处于不同维度职业高原进程中的员工其高原化程度对工作绩效和离职倾向影响的具体机制、职业高原不同维度在预测工作绩效和离职倾向时的相对重要性等进行了深入研究,试图揭示在中国文化背景下企业员工职业高原的内涵、结构、产生机理及其对工作绩效和离职倾向的影响。
通过研究,本文取得如下主要成果:
(1)员工的职业高原是一个多维结构,职业高原结构由层级高原、内容高原和动机高原三个维度组成。
(2)人口学变量对职业高原整体上的影响差异与对职业高原各维度的影响差异并不存在一致性,在不同类型的职业高原状态下,并非所有的人口学变量对工作绩效和离职倾向的影响均存在显著差异。
(3)层级高原相对内容高原而言对员工工作绩效具有更强的预测力;层级高原相对动机高原而言对于员工工作绩效具有更强的预测力;动机高原相对内容高原而言对于员工工作绩效具有更强的预测力。而在对离职倾向变异的解释中,职业高原的各维度之间并不存在显著差异。
相对于已有相关研究来说,本研究的创新点主要体现在构建并验证了本土化的企业员工职业高原的结构模型,编制了基于中国文化背景下的具有较好信度和效度指标的职业高原的测量工具,考查了我国职业高原的人口学变量特征,揭示了企业员工职业高原与工作绩效、离职倾向间存在的结构关系。
由于职业高原是一个多学科交叉的研究领域,对职业高原及其相关问题的研究目前已成为一个新的研究热点,有许多关键问题亟待攻克。受时间、条件、资源和精力等的限制,本文仅对企业员工职业高原与工作绩效、离职倾向的相关问题进行了研究,希望所取得的研究结果和创新对推进我国职业高原的进一步研究,能起到一点微薄的促进作用,能有助于企业更深层次地把握职业高原对企业员工所造成的影响,从而进一步为企业的管理实践提供指导和帮助。
Career plateau is almost an unavoidable stage in the career development process. Career is not only a means to meet the material needs, but also a way to meet the sense of accomplishment, self-esteem and other psychological needs. However, the fierce market competition and the transform of organization structure restricted people’s vertical career development in a way, accordingly, the possibility of career plateau is increasing more and more.
In academic, the research on career plateau was starting at the end of the 1970s with rich research results. At present, most of domestic articles only briefly introduce or transplant the foreign studies. There is no enough concern to such basic questions as connotation,influencing factors and consequences of career plateau in the environment of Chinese culture from the view of empirical. Therefore, the in-depth study to career plateau in the context of Chinese culture has important theoretical value and practical significance.
This paper carefully discussed the staff’s career plateau with research methods including theoretical analysis, literature analysis, empirical research and mathematic statistic(ssuch as, descriptive statistics analysis, principal components factor analysis, confirmatory factor analysis(CFA),correlate analysis, T-test, ANOVA and MANOVA, multiple regression, hierarchical multiple regression(HMR), structural equation modeling(SEM),et al.)
The paper has a deep research to the following sub-topics: the dimensions structure of career plateau, the relationship between demographic variables and career plateau, the variables’impact on job performance and turnover with different types of career plateau, the specific mechanism that how staff’s plateau level has effect to job performance and turnover, the relative importance of different plateau dimensions to predicting job performance and the tendency of turnover. This paper attempts to reveal the connotation, structure, and formation mechanism of staff’s career plateau in the environment of Chinese culture, and tries to analyze its impact on job performance and turnover.
Through the research, major achievements of this article are as follows:
(1) career plateau of stuff is a multi-dimensional structure,career plateau structure is composed by three dimensions: the level plateau, content plateau and motivation plateau。
(2) there is no consistency about the effectiveness of population variables between the difference of overall impact and the various dimensions impact of career plateau,at different types of occupational status of the career plateau, not all of the population variables on job performance and the impact of turnover intention exits significant differences t。
(3) the level plateau has a stronger predictive power of job performance of employees than the content plateau; also the level plateau has a stronger predictive power of job performance of employees than the motivation plateau; while the motivation plateau has a stronger predictive power of job performance of employees than the content plateau. But there is no significant difference in all dimensions of the career plateau to explain the variation of turnover intention; Compared with the existing research, the innovation of this paper is to build and verify the structure model of native career plateau, to formulate the measurement instrument of career plateau with good reliability and validity based on the Chinese culture background, to examine the characteristic of demography variable in career plateau, and more important, to disclose the structure relationship among career plateau, job performance and turnover .
Because of career plateau is a multi-interdisciplinary area of research, the study for career plateau and its related issues has become a new research hot spot, there is many of the key issue need to overcome urgently.
Due to the constraints of time, resources, energy and others, this article only focus on the staff’s career plateau, job performance, the tendency to leave and some related issues. We hope this study will be contributed to the further research on the topic of career plateau, could give enterprises more understanding about the plateau’s impact on their staff, and last, provide reference for the enterprises’human resource management.
引文
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