论文格式范文.docx

1、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

2、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，

3、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

4、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；SPSSIIAbstractCareer development is the job expectations of employees, which means employees can obtaininner sense of achievement from the promotion ladder along the organizational hierarchy, or able toflow across organizations to obtain s

5、elf-worth. But Arthur (1995) pointed out that careerdevelopment should have a clear motivation, beliefs, values, attitudes, relevant professional quality,skill, expertise, grasp of appropriate social networks, relationships and social capital. In essence, thecore of career development of employees i

6、s their employability, which is the use of corporate workexperience and training opportunities, in order to get access to portable ability and qualifications. Inthe end they can maintain the work of inter-promotion positions in-house or in a variety of positions,or get the new jobs responding to the

7、 changes of the technology and labor market conditions. Theemployability of employees can be more of a “learning by doing” process, involving business needsof mastering knowledge and skills to jobs, to perform the work will and attitude which enterprisesexpected. Domestic and international research

8、shows that employability will determine theindividuals initial employment of career development. Therefore, the employability can be animportant research topic of career development. However, there will be some differences inemployability generic of companies various grades of the class, so explorin

9、g the employability ofthe basic lever managers can demonstrate the accumulation of basic level managers learn from work,expanding career development.This paper will first identify the content of employability through the literature. Then usequalitative research interview method based on the research

10、 of employability. In this interview study,we selected 15 graduates who have worked in management for 2 or 3 years. In the result, constructfour categories and 35 employability generics of basic level managers. Categories include personalpromotion, dynamic learning improved, segment performance and

11、personal attributes. Comparingwith the related research of home and abroad, we determined 16 importance employability generic,and composite the understanding of 15 interviews memorandum to explain the meaning of thevarious genera.Because there is some limitations in interview analysis, and data proc

12、essing depends on theskills of researchers. Therefore, we design a questionnaire based on the results of interview througha wider sampling of basic managers to research employability generics. On the one hand, theconstruction and validation to determine the main areas of generic classification is re

13、asonable. Onthe other hand, through the analysis of quantitative data for further research and analysis on the basicmanagers of different subjects generic employability assessment. Finally, the employability genericIIIof basic lever managers can demonstrate the accumulation of basic level managers l

14、earn from work,and serve effective measures on how companies and society develop the employability of basiclever managers.This article focuses on the longitudinal career development of basic managers, in order toresearch the employability of basic managers. From the individual level, it provides job

15、 promotionfor staff. From the overall level, it provides a theoretical basis for staff training, and gives somereferences to college on training outstanding graduates in the future.Key Words：Employability; Basic Lever Managers; Qualitative Research; SPSS- 1 -目 录摘 要.IAbstract.II1 绪论. 11.1 研究背景和意义 . 1

16、1.1.1 研究背景. 11.1.2 研究意义. 21.2 研究内容. 21.3 论文框架图. 22 文献综述. 42.1 可雇佣性的国外研究现状. 42.1.1 可雇佣性含义的研究 . 42.1.2 可雇佣性技能要素的研究. 52.1.3 可雇佣性的实证研究 . 82.2 可雇佣性的国内研究现状. 92.2.1 可雇佣性理论研究 . 92.2.2 可雇佣性实证研究 . 102.3 质性研究. 112.3.1 质性研究方法. 112.3.2 质性研究方法在管理中的应用. 113 企业基层管理者可雇佣性类属研究. 133.1 研究方法. 133.2 研究对象. 133.3 研究过程. 143.3

17、.1 信息收集. 143.3.2 信息分析. 143.3.3 研究结论. 163.4 讨论. 183.4.1 访谈对象的选择. 183.4.2 研究结果的比较. 184 企业基层管理者可雇佣性量化研究. 204.1 数据收集. 204.2 企业基层管理者可雇佣性量表的信度分析 . 214.2.1 可雇佣性量表内部一致性分析. 214.2.2 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. 224.4 结论与讨论. 264.4.1 研究结论. 264.4.2 讨论 . 275 关于企业基层管理者可雇佣性开发的途径 . 285.1 基于个人视角的可雇佣性开发 . 285.1.1 从认知方面，开发个人属性能力 . 295.1.2 从工作行为方面，完善知识结构 . 295.1.3 从人际关系方面，培养群体效果能力. 305.1.4 从工作成长方面，开发职业愿景 . 315.2 基于企业视角的可雇佣性开发 . 325.2.1 从企业文化方面，开发认知能力和职业能力. 325.2.2 从企业培训体系方面，