公务员职业生涯管理优化设计的研究
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摘要
在人才成为组织兴衰成败关键的时代，组织能够做的最明智的事，就是创造一种培养、发展、挽留优秀人才的优异的组织环境。只有如此，才能期望组织可以在激烈的竞争中立于不败之地，图谋组织的长盛不衰。政府组织作为公共组织的一支，其地位的独特性及其对整个社会的引导性也不能改变其在同其它组织人才竞争中地位的均等性。因此，对政府组织的人才——公务员的科学管理，已被各级政府部门纳入指导思想及行动计划当中。
职业生涯管理作为人力资源管理的一个重要组成部分，其重要作用已经得到了世界各国人力资源管理研究者和成功企业的证实。同时，随着公务员队伍在政府组织中发挥作用的日趋扩大及政府对公务员队伍建设的越来越重视，如何加强公务员队伍人才建设和实施公务员人才战略已成为当前政府组织摆在日程上的重要课题。
本文在职业生涯管理理论的基础上，结合挫折理论的相关内容，以可能引发公务员职业过程中职业挫折感的因素为切入点，对其进行了分析，共提出包括性别、年龄、健康、收入等共21个因素；结合Likert5级划分法，通过对江苏省某地级市部分公务员的调查问卷，对提出的因素的影响程度进行了高低排列，得出收入、公平性、健康、年龄等因素引发公务员职业挫折感的程度较强，并对结论的有效性和可靠性进行的验证。
本文基于调查问卷得出的结论，站在政府组织的角度，运用职业生涯管理理论，并借鉴国内外企业职业生涯管理的成功实践经验，提出实现政府对公务员职业生涯管理的优化设计方案构想，以期最终实现政府组织的自身发展，创造政府与公务员之间的“双赢”。
In such time that key to success or failure is determined by the talented person, the wisest matter which the organization can do, is to create such outstanding environment to raise, develop and detain the outstanding talented person. Only to do so, we can expect the organization to be allowed in the invincible and prosperous position in the intense competition. The official organization, one of the public organization, is equal to other organizations, though its distinctive status and its guidance to the entire society. Therefore, government has been brought into the guiding ideology and the action program by all levels of government department.
The professional profession management has taken an important constituent of the human resources management, its vital function has already been confirmed by the various countries human resources management researcher and experience of success enterprise. The official troop plays more and more expansive role in the official organization day by day and the government pays more and more attention on the construction of the official troop. At the same time, the problem how to strengthen the official troop's construction and implement the official talented person strategy has been the current important topic in schedule of the government.
Based on the professional career management theory and setback theory, the article analysis the possible factors which initiate the professional setback feeling, including altogether 21 factors, such as the sex, the age, the health, the income and so on, through the investigation of the Jiangsu Province some level city partial official servants and the Likert5 level division law, we can find the influence of such factors as the income, the fairness, the health, the age and so on is stronger and we can confirm the validity and the reliability of the conclusion.
In perspective of the official organization, based on the conclusions of this research, the professional career management theory, and the success experience of the domestic and foreign enterprises, the paper attempts to seek optimized design of civil servant's career management, and finally realizes official organization's own development, and win-win situation between the official organization and our civil servant.
职业生涯管理作为人力资源管理的一个重要组成部分，其重要作用已经得到了世界各国人力资源管理研究者和成功企业的证实。同时，随着公务员队伍在政府组织中发挥作用的日趋扩大及政府对公务员队伍建设的越来越重视，如何加强公务员队伍人才建设和实施公务员人才战略已成为当前政府组织摆在日程上的重要课题。
本文在职业生涯管理理论的基础上，结合挫折理论的相关内容，以可能引发公务员职业过程中职业挫折感的因素为切入点，对其进行了分析，共提出包括性别、年龄、健康、收入等共21个因素；结合Likert5级划分法，通过对江苏省某地级市部分公务员的调查问卷，对提出的因素的影响程度进行了高低排列，得出收入、公平性、健康、年龄等因素引发公务员职业挫折感的程度较强，并对结论的有效性和可靠性进行的验证。
本文基于调查问卷得出的结论，站在政府组织的角度，运用职业生涯管理理论，并借鉴国内外企业职业生涯管理的成功实践经验，提出实现政府对公务员职业生涯管理的优化设计方案构想，以期最终实现政府组织的自身发展，创造政府与公务员之间的“双赢”。
In such time that key to success or failure is determined by the talented person, the wisest matter which the organization can do, is to create such outstanding environment to raise, develop and detain the outstanding talented person. Only to do so, we can expect the organization to be allowed in the invincible and prosperous position in the intense competition. The official organization, one of the public organization, is equal to other organizations, though its distinctive status and its guidance to the entire society. Therefore, government has been brought into the guiding ideology and the action program by all levels of government department.
The professional profession management has taken an important constituent of the human resources management, its vital function has already been confirmed by the various countries human resources management researcher and experience of success enterprise. The official troop plays more and more expansive role in the official organization day by day and the government pays more and more attention on the construction of the official troop. At the same time, the problem how to strengthen the official troop's construction and implement the official talented person strategy has been the current important topic in schedule of the government.
Based on the professional career management theory and setback theory, the article analysis the possible factors which initiate the professional setback feeling, including altogether 21 factors, such as the sex, the age, the health, the income and so on, through the investigation of the Jiangsu Province some level city partial official servants and the Likert5 level division law, we can find the influence of such factors as the income, the fairness, the health, the age and so on is stronger and we can confirm the validity and the reliability of the conclusion.
In perspective of the official organization, based on the conclusions of this research, the professional career management theory, and the success experience of the domestic and foreign enterprises, the paper attempts to seek optimized design of civil servant's career management, and finally realizes official organization's own development, and win-win situation between the official organization and our civil servant.
引文
1 . Blau G.J, The measurement and prediction of career commitment.Journal of Occupational Psychology, 1985(58):227-228
2 . Blau G.J. Further Exploring the meaning and measurement of career commitment. Journal of Vocational Behavior, 1988(32)284-297
3. Blau G J. Testing the generalizabilityof a career commitment measure and its impact on employee turnover.Journal of Vocational Behavior, 1989(35)88-103.
4. Carson K D, Bedeian A GCareer commitmentxonstruction of a measure and examination of its psychometric properties.Journal of Vocational Behavior , 1994(44(3)):237-262.
5 . Colarelli S.M, Bishop R C. Career commitment:functions, correlates, and management.Group and Organizational Studies, 1990(15), 158-176.
6 . D.T.Hall , A theoretical model of career subidentity in organizational settings.Organizational Behavior and Human Performance, 1971 (6):50-76.
7. Greenhaus J, A factorial investigation of career salience. Journal of Vocational Behavior, 1973(3)95-98
8. Irving P G, Coleman D F, Cooper C L, Further assessments of a three-component model of occupational commitment:generalizability and differences across occupations. Journal of Applied Psychology, 1997(82):444-452.
9. London M, Toward a theory of career motivation.Academy of Mnagement Review, 1983(8):620-630.
10. London M, Relationships between career motivation, empowerment and support for career development. Journal of Occupational and Organizational Psychology , 1993(66):55-69
11 . Meyer J.P , Allen N J , Smith C , A commitment to organizations and occupations : extension and test of a three-component model.Journal of Applied Psychology, 1993(78):538-551
12. Marshall, S.&Wijting, J.Dimensio nality of Woman's career orientation.Sex Roles, 1982(8)620-646.
13. Morrow, P.Concept redundancy in organizational research:The case of work commitment.Academy of management Review, 1983(8)486-500.
14. Norday R T, Porter L W, Steers R M. The measurement of organizational commitment. Journal of Vocational Behavior 14:224-227.
15. Noe R A, Noe A w, Bachbuber J A, An investigation of the correlates of career motivation. Journal of Vocational Behavior, 1990(37)340-356.
16．程艳萍．组织职业生涯管理对工作满意度的影响研究[D]，大连理工大学硕士学位论文，2006
17．陈薇．我国公务员职业生涯管理研究[D]，华北师范大学硕士学位论文，2006
18．陈璧辉．职业生涯理论述评[J]，应用心理学，2003
19．程贯平．员工职业生涯规划——一剂激励员工的良方[J]，云南经贸大学学报，2003(6)
20．方俐洛等。职业心理与成功求职[M]，机械工业出版社，2002
21．高程．知识员工全面职业生涯管理模式的研究[J]，北京交通大学，2006
22．郭 思，钟建安．职业倦怠的干预研究述评[J]，心理科学，2004
23．何小师，郎福臣，尚天晓．公务员工作压力源的调查与思考[J]，调查与探索，2003
24．胡振豪．开展职业生涯规划实施人才资源管理[J]，2001
25．金田萍，张晨．公务员职业的一般特点[J]，人事天地，维普资讯，2005
26．吕惠．政府公务员职业化的理论基础和实践路径研究[D]，西北大学硕士学位论文，2006
27．李坚强．浅议企业员工离职原因及对策[J]，江南大学学报(人文社会科学版)，2003
28．李爱梅．“职业高原”现象剖析[J]，HR世界，2005
29．李培忠．职业倦怠的理论研究及对策[J]，辽宁师专学报(社会科学版)，2005
30．罗双平．积极行动：实现职业生涯规划的途径[J]，中国青年研究，2003
31．林颖．“工作倦怠”[J]，不容忽视，民生·健康，2004
32．刘宏艳，丁雷．公务员职业倦怠成因与对策初探[J]，天水行政学院学报，2006年第6期
33．刘小平．组织承诺研究综述[J]，心理学动态，1999
34．刘任．政府部门要用战略眼光选用优秀人才[J]，中国人力资源开发，2002
35．罗燕．政府部门职业生涯规划分析[J])广西大学学报(哲学社会科学版)，2005
36．龙立荣、李晔，职业生涯管理[Ml，中国纺织出版社，2003年
37．龙立荣、李霞．中小学教师的职业承诺研究[J]，教育研究与实验，2002
38．马士斌．职业维度的生涯历程研究[D]，华东师范大学博士学位论文，2005
39．娄国际．吃香的公务员为何倦怠度最高?[J]中国新闻网，2004
40．钱德洲．基于职业生涯管理理念的民营企业员工主动离职意向研究[D]，南京农业大学硕士学位论文，2006
41．宋振杰．应对职业压力的九个法宝[J]，中国人力资源网，2006
42．苏金明，傅荣华，周建斌，张莲花．统计软件SPSS for Windows实用指南[M]，电子工业出版社，2000
43．许晓青．应对职业挫折[J]，职业导航，维普资讯，2004
44．闫晓静．职业倦怠研究综述[J]，山西煤炭管理干部学院学报，2006
45．朱艳，朱永新．职业倦怠研究的新进展[J]，淮北职业技术学院学报，2005
46．郑先如．职业倦怠研究在我国的回顾与思考[J]，龙岩学院学报，2005
47．曾玲娟，伍新春．国外职业倦怠研究概说[J]，沈阳师范大学学报(社会科学版)2003
48．张再生．职业生涯开发与管理[M]，南开大学出版社，2003
49．庄强、王功民．以人为本——如何激励下属员工[M]，企业管理出版社，1997
50．周文霞，职业生涯管理[N]，复旦大学出版社，2004年第1版
2 . Blau G.J. Further Exploring the meaning and measurement of career commitment. Journal of Vocational Behavior, 1988(32)284-297
3. Blau G J. Testing the generalizabilityof a career commitment measure and its impact on employee turnover.Journal of Vocational Behavior, 1989(35)88-103.
4. Carson K D, Bedeian A GCareer commitmentxonstruction of a measure and examination of its psychometric properties.Journal of Vocational Behavior , 1994(44(3)):237-262.
5 . Colarelli S.M, Bishop R C. Career commitment:functions, correlates, and management.Group and Organizational Studies, 1990(15), 158-176.
6 . D.T.Hall , A theoretical model of career subidentity in organizational settings.Organizational Behavior and Human Performance, 1971 (6):50-76.
7. Greenhaus J, A factorial investigation of career salience. Journal of Vocational Behavior, 1973(3)95-98
8. Irving P G, Coleman D F, Cooper C L, Further assessments of a three-component model of occupational commitment:generalizability and differences across occupations. Journal of Applied Psychology, 1997(82):444-452.
9. London M, Toward a theory of career motivation.Academy of Mnagement Review, 1983(8):620-630.
10. London M, Relationships between career motivation, empowerment and support for career development. Journal of Occupational and Organizational Psychology , 1993(66):55-69
11 . Meyer J.P , Allen N J , Smith C , A commitment to organizations and occupations : extension and test of a three-component model.Journal of Applied Psychology, 1993(78):538-551
12. Marshall, S.&Wijting, J.Dimensio nality of Woman's career orientation.Sex Roles, 1982(8)620-646.
13. Morrow, P.Concept redundancy in organizational research:The case of work commitment.Academy of management Review, 1983(8)486-500.
14. Norday R T, Porter L W, Steers R M. The measurement of organizational commitment. Journal of Vocational Behavior 14:224-227.
15. Noe R A, Noe A w, Bachbuber J A, An investigation of the correlates of career motivation. Journal of Vocational Behavior, 1990(37)340-356.
16．程艳萍．组织职业生涯管理对工作满意度的影响研究[D]，大连理工大学硕士学位论文，2006
17．陈薇．我国公务员职业生涯管理研究[D]，华北师范大学硕士学位论文，2006
18．陈璧辉．职业生涯理论述评[J]，应用心理学，2003
19．程贯平．员工职业生涯规划——一剂激励员工的良方[J]，云南经贸大学学报，2003(6)
20．方俐洛等。职业心理与成功求职[M]，机械工业出版社，2002
21．高程．知识员工全面职业生涯管理模式的研究[J]，北京交通大学，2006
22．郭 思，钟建安．职业倦怠的干预研究述评[J]，心理科学，2004
23．何小师，郎福臣，尚天晓．公务员工作压力源的调查与思考[J]，调查与探索，2003
24．胡振豪．开展职业生涯规划实施人才资源管理[J]，2001
25．金田萍，张晨．公务员职业的一般特点[J]，人事天地，维普资讯，2005
26．吕惠．政府公务员职业化的理论基础和实践路径研究[D]，西北大学硕士学位论文，2006
27．李坚强．浅议企业员工离职原因及对策[J]，江南大学学报(人文社会科学版)，2003
28．李爱梅．“职业高原”现象剖析[J]，HR世界，2005
29．李培忠．职业倦怠的理论研究及对策[J]，辽宁师专学报(社会科学版)，2005
30．罗双平．积极行动：实现职业生涯规划的途径[J]，中国青年研究，2003
31．林颖．“工作倦怠”[J]，不容忽视，民生·健康，2004
32．刘宏艳，丁雷．公务员职业倦怠成因与对策初探[J]，天水行政学院学报，2006年第6期
33．刘小平．组织承诺研究综述[J]，心理学动态，1999
34．刘任．政府部门要用战略眼光选用优秀人才[J]，中国人力资源开发，2002
35．罗燕．政府部门职业生涯规划分析[J])广西大学学报(哲学社会科学版)，2005
36．龙立荣、李晔，职业生涯管理[Ml，中国纺织出版社，2003年
37．龙立荣、李霞．中小学教师的职业承诺研究[J]，教育研究与实验，2002
38．马士斌．职业维度的生涯历程研究[D]，华东师范大学博士学位论文，2005
39．娄国际．吃香的公务员为何倦怠度最高?[J]中国新闻网，2004
40．钱德洲．基于职业生涯管理理念的民营企业员工主动离职意向研究[D]，南京农业大学硕士学位论文，2006
41．宋振杰．应对职业压力的九个法宝[J]，中国人力资源网，2006
42．苏金明，傅荣华，周建斌，张莲花．统计软件SPSS for Windows实用指南[M]，电子工业出版社，2000
43．许晓青．应对职业挫折[J]，职业导航，维普资讯，2004
44．闫晓静．职业倦怠研究综述[J]，山西煤炭管理干部学院学报，2006
45．朱艳，朱永新．职业倦怠研究的新进展[J]，淮北职业技术学院学报，2005
46．郑先如．职业倦怠研究在我国的回顾与思考[J]，龙岩学院学报，2005
47．曾玲娟，伍新春．国外职业倦怠研究概说[J]，沈阳师范大学学报(社会科学版)2003
48．张再生．职业生涯开发与管理[M]，南开大学出版社，2003
49．庄强、王功民．以人为本——如何激励下属员工[M]，企业管理出版社，1997
50．周文霞，职业生涯管理[N]，复旦大学出版社，2004年第1版
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