【作者】 陈斯燕；

【导师】 陈学军；

【作者基本信息】 浙江大学 ， 企业管理， 2011， 硕士

【摘要】 个体的职业生涯正在随着社会环境的变化而发生改变。由于无边界职业生涯时代的到来,个体要想获得职业生涯成功就必须要对自身的职业生涯发展和管理负责,这种职业生涯特征的变化导致了职业生涯发展不确定性和不稳定性的提高,使得个体在对未来职业生涯展望的过程中存在诸多的担忧,产生了职业生涯不安全感。职业生涯不安全感成为了一种压力,阻碍了个体的职业生涯成功,同时也对组织产生了影响。本研究以在职员工尤其是职业生涯发展早期的在职员工为调查对象,旨在探讨个体层面上的职业生涯不安全感以及其对职业生涯转换决策的影响。主要研究过程为,首先对90名被试进行开放式问卷调并展开内容分析与问卷编制,然后对145名被试进行问卷预测,最终对334名被试进行正式问卷调查。本研究主要得出以下结论：(1)职业生涯不安全感是一个多维概念,包含了就业能力担忧、职业发展担忧、环境威胁担忧和工作压力担忧四个维度,并且不同性别和年龄的个体在四个维度上的水平有所不同；(2)职业生涯不安全感中的就业能力担忧与离职意向负相关,职业发展担忧和工作压力担忧与离职意向正相关,职业发展担忧与工作转换意向正相关；(3)职业生涯转换意向(包括离职意向和工作转换意向)与工作搜索行为显著正相关；(4)职业生涯资本能够部分调节职业生涯不安全感与离职意向的关系。本文的创新点主要体现在：深化了工作不安全感的研究,首次从职业生涯的视角来研究不安全感,提出了职业生涯不安全感的概念,并通过实证研究证实了职业生涯不安全感的多维结构和编制了相应的量表；从过程模型的角度研究了职业生涯不安全感对职业生涯转换决策过程的研究,证实了职业生涯不安全感影响生涯转换意向从而进一步影响工作搜索行为；在国内研究中首次将职业生涯资本的概念引入到研究中,完善了职业生涯研究领域的相关理论,为进一步研究职业生涯资本奠定了基础。更多还原

【Abstract】 The individual career has been changed as the development of the social environment, which requires individuals to be responsible for their career development and management. This kind of change increased the career uncertainty which made individuals be worried about their future in career development. This perception which we called "career insecurity" may influence individual career development and also the organizational performance.The primary purpose of this study is to develop the new concept of career insecurity and to develop and test a process model that examines the influence of career insecurity on the career change decision. Firstly,90 subjects were interviewed by open questionnaire and the career insecurity scale was gerneralized. Secondly,145 subjects were questioned by a pre-test. Finally,334 subjects were investigated by the revised questionnaire. The current study draws several conclusions as follows:(1) The concept of career insecurity is multidimensional which includes employability worries, career development worries, environmental worries and working pressure worries;(2)On one hand, employability worries is negative with leave intention while career development worries and working pressure worries is positive with leave intention. On the other hand career development worries is found to be positive with career transition intention; (3)Both leave intention and career transition intention are positive with job search behavior; (4)Individual career capital partially moderates the relationship between career insecurity and leave intention.There are several innovations in this study. Firstly, we took a new perspective on insecurity and proposed the new concept of career insecurity. Secondly, we proposed a process model which combines the career change intention and job search behavior. Thirdly, we adopted the concept of career capital to found the influence on career development.更多还原