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论文格式范文
摘要
职业发展是企业员工工作的期望,因为职业发展意味着员工能沿着组织层级阶梯的
晋升而获得内心的成就感,或者能跨越组织间流动而获得的自我价值感。
而Arthur
(1995)指出职业发展须具备明确工作动机、信念、价值观、态度,具备相关的职业素
质、技能、专长,掌握适当的社会网络、人际关系和社会资本。
实质上,企业员工职业
发展的核心在于其可雇佣性,即利用企业工作积累的经验和培训机会,获得可随身携带
的能力和资格,以便能够在企业内部或在各种职务间晋升而保持工作岗位,或者能够应
对技术与劳动力市场条件变化获得新的工作岗位。
企业员工可雇佣性更多的是“干中
学”的过程,涉及掌握企业需求岗位知识和技能,表现企业期望的工作意愿和态度。
国
内外研究表明,可雇佣性会决定个体的最初就业,影响职业发展。
因此,可雇佣性成为
职业发展研究中重要的课题。
然而,企业各职系的可雇佣性类属会存在一定的差异,探
索企业基层管理者可雇佣性类属,可以示范基层管理者工作的学习积累,拓展职业发展
空间。
本文将首先通过文献研究确定可雇佣性内涵,然后基于可雇佣性研究,运用质化研
究的访谈分析法,选取了15名2至3年企业管理工作的高校毕业生作为访谈研究对象,建
构企业基层管理者4个主范畴35项可雇佣性类属,主范畴包括个人晋升、动态学习完
善、群体效果能力和个人属性,并与国内外的相关研究比较分析,确定16项可雇佣性重
要类属,并综合15份访谈备忘录认识依次解释了各类属的内涵。
由于访谈分析方法的运用存在着一定的自身局限性,资料分析处理过于依赖研究者
概念上的技能。
因此,以访谈结果为基础设计问卷,更大范围抽样调查基层管理者可雇
佣性类属的工作认识。
一方面验证判断类属建构和主范畴分类的合理性,另一方面通过
量化数据信息分析可进一步研究分析不同被试对基层管理者可雇佣性类属的评价。
最
后,根据企业基层管理者可雇佣性类属可以示范基层管理者工作的学习积累,并对企业
和社会如何开发基层管理者可雇佣性提出有效措施。
本文关注基层管理者的纵向职业生涯发展,以此研究基层管理者的可雇佣性。
从个体
层面上,为员工提供职位晋升依据;从整体层面上,为企业在员工培训方面提供理论依
据,并且也为高校在今后如何培养优秀毕业生有一定的借鉴意义。
关键词:
可雇佣性;基层管理者;质性研究;SPSSII
Abstract
Careerdevelopmentisthejobexpectationsofemployees,whichmeansemployeescanobtain
innersenseofachievementfromthepromotionladderalongtheorganizationalhierarchy,orableto
flowacrossorganizationstoobtainself-worth.ButArthur(1995)pointedoutthatcareer
developmentshouldhaveaclearmotivation,beliefs,values,attitudes,relevantprofessionalquality,
skill,expertise,graspofappropriatesocialnetworks,relationshipsandsocialcapital.Inessence,the
coreofcareerdevelopmentofemployeesistheiremployability,whichistheuseofcorporatework
experienceandtrainingopportunities,inordertogetaccesstoportableabilityandqualifications.In
theendtheycanmaintaintheworkofinter-promotionpositionsin-houseorinavarietyofpositions,
orgetthenewjobsrespondingtothechangesofthetechnologyandlabormarketconditions.The
employabilityofemployeescanbemoreofa“learningbydoing”process,involvingbusinessneeds
ofmasteringknowledgeandskillstojobs,toperformtheworkwillandattitudewhichenterprises
expected.Domesticandinternationalresearchshowsthatemployabilitywilldeterminethe
individual’sinitialemploymentofcareerdevelopment.Therefore,theemployabilitycanbean
importantresearchtopicofcareerdevelopment.However,therewillbesomedifferencesin
employabilitygenericofcompanies’variousgradesoftheclass,soexploringtheemployabilityof
thebasiclevermanagerscandemonstratetheaccumulationofbasiclevelmanagerslearnfromwork,
expandingcareerdevelopment.
Thispaperwillfirstidentifythecontentofemployabilitythroughtheliterature.Thenuse
qualitativeresearchinterviewmethodbasedontheresearchofemployability.Inthisinterviewstudy,
weselected15graduateswhohaveworkedinmanagementfor2or3years.Intheresult,construct
fourcategoriesand35employabilitygenericsofbasiclevelmanagers.Categoriesincludepersonal
promotion,dynamiclearningimproved,segmentperformanceandpersonalattributes.Comparing
withtherelatedresearchofhomeandabroad,wedetermined16importanceemployabilitygeneric,
andcompositetheunderstandingof15interviewsmemorandumtoexplainthemeaningofthe
variousgenera.
Becausethereissomelimitationsininterviewanalysis,anddataprocessingdependsonthe
skillsofresearchers.Therefore,wedesignaquestionnairebasedontheresultsofinterviewthrough
awidersamplingofbasicmanagerstoresearchemployabilitygenerics.Ontheonehand,the
constructionandvalidationtodeterminethemainareasofgenericclassificationisreasonable.On
theotherhand,throughtheanalysisofquantitativedataforfurtherresearchandanalysisonthebasic
managersofdifferentsubjectsgenericemployabilityassessment.Finally,theemployabilitygenericIII
ofbasiclevermanagerscandemonstratetheaccumulationofbasiclevelmanagerslearnfromwork,
andserveeffectivemeasuresonhowcompaniesandsocietydeveloptheemployabilityofbasic
levermanagers.
Thisarticlefocusesonthelongitudinalcareerdevelopmentofbasicmanagers,inorderto
researchtheemployabilityofbasicmanagers.Fromtheindividuallevel,itprovidesjobpromotion
forstaff.Fromtheoveralllevel,itprovidesatheoreticalbasisforstafftraining,andgivessome
referencestocollegeontrainingoutstandinggraduatesinthefuture.
KeyWords:
Employability;BasicLeverManagers;QualitativeResearch;SPSS-1-
目录
摘要.........................................................................................................................................I
Abstract.........................................................................................................................................II
1绪论............................................................................................................................................1
1.1研究背景和意义..............................................................................................................1
1.1.1研究背景................................................................................................................1
1.1.2研究意义................................................................................................................2
1.2研究内容...........................................................................................................................2
1.3论文框架图.......................................................................................................................2
2文献综述....................................................................................................................................4
2.1可雇佣性的国外研究现状..............................................................................................4
2.1.1可雇佣性含义的研究...........................................................................................4
2.1.2可雇佣性技能要素的研究...................................................................................5
2.1.3可雇佣性的实证研究...........................................................................................8
2.2可雇佣性的国内研究现状..............................................................................................9
2.2.1可雇佣性理论研究...............................................................................................9
2.2.2可雇佣性实证研究.............................................................................................10
2.3质性研究.........................................................................................................................11
2.3.1质性研究方法......................................................................................................11
2.3.2质性研究方法在管理中的应用.........................................................................11
3企业基层管理者可雇佣性类属研究....................................................................................13
3.1研究方法.........................................................................................................................13
3.2研究对象.........................................................................................................................13
3.3研究过程.........................................................................................................................14
3.3.1信息收集..............................................................................................................14
3.3.2信息分析..............................................................................................................14
3.3.3研究结论..............................................................................................................16
3.4讨论.................................................................................................................................18
3.4.1访谈对象的选择..................................................................................................18
3.4.2研究结果的比较..................................................................................................18
4企业基层管理者可雇佣性量化研究....................................................................................20
4.1数据收集.........................................................................................................................20
4.2企业基层管理者可雇佣性量表的信度分析..............................................................21
4.2.1可雇佣性量表内部一致性分析.........................................................................21
4.2.2可雇佣性量表折半信度分析.............................................................................21-2-
4.3企业基层管理者可雇佣性量表因子分析...................................................................22
4.4结论与讨论.....................................................................................................................26
4.4.1研究结论..............................................................................................................26
4.4.2讨论......................................................................................................................27
5关于企业基层管理者可雇佣性开发的途径.......................................................................28
5.1基于个人视角的可雇佣性开发...................................................................................28
5.1.1从认知方面,开发个人属性能力....................................................................29
5.1.2从工作行为方面,完善知识结构....................................................................29
5.1.3从人际关系方面,培养群体效果能力............................................................30
5.1.4从工作成长方面,开发职业愿景....................................................................31
5.2基于企业视角的可雇佣性开发...................................................................................32
5.2.1从企业文化方面,开发认知能力和职业能力................................................32
5.2.2从企业培训体系方面,