【作者】 胡梅；

【导师】 阎世平；

【作者基本信息】 广西大学 ， 企业管理学， 2008， 硕士

【摘要】 20世纪90年代以来,员工在组织内部的不同岗位和不同组织之间的流动性大大增强,即出现了无边界职业生涯现象。员工职业生涯的无边界化使传统职业生涯管理模式面临严峻挑战。因此,探求在无边界职业生涯模式下如何成功地进行员工职业生涯管理具有很强的现实意义。本文从分析无边界职业生涯的特点入手,借鉴现有研究成果,首先对无边界职业生涯的成因进行了探讨。产业结构的调整、经济的全球化、科学技术的发展、经济体制的转轨以及员工个人对更高层次需要的追逐都是形成无边界职业生涯的重要原因。在此基础上,本文进一步对无边界职业生涯模式下员工职业发展的相关影响因素进行了梳理和分析。雇佣心理契约中员工对组织忠诚度的降低、职业生涯成功标准的主观化、职业生涯阶段的多周期性以及职业生涯管理主体的变化均要求对无边界职业生涯模式下员工的职业生涯管理方式进行调整。基于前面各章节的分析,本文最后提出了对策建议:就员工个人层面而言,可采取的措施包括避免短视行为,增强职业洞察力,持续积累人力资本,积极培育社会资本以及审慎选择每一份工作;就组织层面而言,可采取的措施包括为员工提供职业生涯发展咨询,防止员工技能老化,及时提供各种信息,设计适应家庭需要的弹性工作制以及培育支持无边界职业生涯管理的组织文化。更多还原

【Abstract】 Since 1990’s, more and more employees change their jobs frequently. We can not manage the boundaryless career in the traditional way. So it is very meaningful for us to research how we manage employee’s boundaryless career successfully.Based on analysing boundaryless career characters, this paper firstly explores why some employees’career become boundaryless. Many reasons for boundaryless career are found, such as industry restructuring, economical globalization and techniques development. Then, this paper analyse how the factors on employee’s boundaryless careee development change. Firstly, the psychological contract between employees and organizations changes; Secondly, the standard for career success becomes objective; Thirdly, the career phase is changed into a few periods; Fourthly, the obligations of career management change. Based on above analysis, some suggestions are put forward: for employees , they can consider more for future, know more about themselves and the organization, accumulate human capital, develop social capital, and choose each jobs carefully; For organizations, they can supply career development consultation, update employees’ knowledge and skills, design flexible working schedule, and develop corporation culture to support employees’ boundaryless career management.更多还原