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论文编号：	1284
作者编号：	1120060709
上传时间：	2009/6/15 15:41:05
中文题目：	成长型心智模式对职业生涯成功影
英文题目：	An Empirical Research on the R
指导老师：	齐善鸿
中文关键字：	成长型心智模式 职业生涯成功<
英文关键字：	Growth mental model Career su
中文摘要：	内容摘要 追求职业生涯成功既是每个人内心深处的渴望，也是职业生涯管理理论研究的出发点和归宿。2002年美国管理学年会，职业生涯成功研究专题成为人们关注的焦点。2005年5月美国的《组织行为学》杂志还集中发表了五位著名的职业生涯理论研究专家撰写的相关论文，并由此产生了广泛的影响。鉴于我国酒店行业人力资源管理与开发的局限已成为我国酒店业持续发展的瓶颈问题之一，本文以我国酒店管理人员为研究对象，以心理学等相关理论为基础，试图探索具有能动作用、富有生命力的“成长型心智模式”的内涵和结构，并实证研究了其对职业生涯成功的影响。这对酒店企业培养和吸引优秀管理人才，立足岗位实现职业生涯成功确保酒店行业可持续发展将具有重要的理论和实践意义。 本文首先回顾了心智模式和职业生涯成功理论研究的进展，并结合酒店管理人员的特点进行了评述，重点是揭示了现有理论研究的不足之处。 其次，在对成长型心智模式概念内涵和职业生涯成功评价新标准理论逻辑推演的基础上，通过实证研究确立了酒店管理人员成长型心智模式和职业生涯成功评价新标准的测量指标。 再次，根据成长型心智模式对职业生涯成功影响的理论推演和模型构建，提出了相关理论假设。 最后，以酒店管理人员为例，通过问卷调查，使用SPSS15.0和Amos7.0统计软件，严格依照实证研究程序，对相关理论假设进行了检验，并对结果进行了讨论，指出了本研究的局限以及未来的研究方向。 本文的研究结论主要有： 第一、酒店管理人员成长型心智模式对职业生涯成功有显著的正向影响。本文首先在没有考虑职业韧性作为中介变量因素的影响下，直接对酒店管理人员成长性心智模式与职业生涯成功所具有的相关关系运用结构方程模型进行了验证性研究。结果表明，酒店管理人员成长性心智模式对职业生涯成功，包括“主观方面、客观方面和过程（成长性）方面”均有很好的预测性。 第二、职业韧性在酒店管理人员成长型心智模式和职业生涯成功之间发挥一定的中介作用。其一、酒店管理人员职业价值观对他们的客观收入和晋升以及成长性的影响过程中，职业韧性发挥了部分中介作用。其二、酒店管理人员自我效能、思维方式对职业生涯客观、主观和过程成功的影响中职业韧性发挥了全部或部分中介作用。 本文的理论价值和创新之处主要有： 第一、探索和提出了成长型心智模式新概念并开发了相应的测量量表。 本文从系统论和认知心理学的视角提出了成长型心智模式的概念，基于职业生涯成功的背景，揭示了其内涵结构是由成长型“信念（自我效能、职业价值观）和思维方式”构成，并以酒店管理人员为例，对此进行了实证检验，开发了成长型心智模式的测量量表。这就使心智模式理论的研究又向前推进了一步。为此，本文的研究不仅丰富了心智模式理论的内涵，凸现了其理论价值，而且更为重要的是增强了该理论的操作性、解释力和预测力。 第二、 探索和提出了职业生涯成功评价新标准。 本文在指出了以往职业生涯成功评价标准理论缺陷的基础上，首先进行了评价方法上的创新：职业生涯成功评价标准应从 “主客二分”转变为“主客统一”；“外在社会比较”和“内在自我比较”相结合；“结果导向”和“过程导向”相结合。其次，我们在此基础上提出了新的职业生涯成功评价标准概念模型，即职业生涯成功评价新标准应包括“客观、主观和过程”三个方面，并以酒店管理人员为例，开发了相应的测量量表。因此，本文提出的新的职业生涯成功评价标准概念模型比学术界过去既有的评价标准将具有更广泛的理论解释力，有效克服了旧的评价标准的片面性。这对于理论界进一步探索如何找到一个具有普遍意义的职业生涯成功评价标准富有一定的启示。 第三、实证研究并发现了酒店管理人员成长型心智模式对职业生涯成功的作用机理。 本文首次从酒店管理人员成长型心智模式的视角实证探索了其对职业生涯成功的作用机理，并发现职业韧性在酒店管理人员成长型心智模式与职业生涯成功关系之间发挥了一定的中介作用。这表明，酒店管理人员仅仅拥有成长型心智模式即具备良好的职业价值观、自我效能和思维方式还不够，还应具备职业韧性，这样才更有可能赢得职业生涯成功。 关键词：成长型心智模式 职业生涯成功 职业韧性
英文摘要：	Abstract Pursuing career success is what one longs for earnestly in the development of his or her career, and it is also the starting point and the destination of the research on career management theory. In the American Management Academic Year in 2002, the career success research topics become the focus of attention. In May 2005, the US magazine called Organizational Behavior also summed up related papers written by five well-known theoretical research career management experts, and it caused wide-ranging Influence. Seeing that the limitations on the human resource management and exploration of hotel industry in our country have become a bottleneck problem which hinders the further development, this dissertation, taking hotel management personnel as the research object, based on psychology and other related theory, attempts to explore the content and structure of the "growth-mental model" with dynamic role, full of vitality, and studies empirically its impact on career success. Thus, it has important theoretical and practical significance in the aspects of helping hotel industry cultivate and attract the best management talents, achieve career success based on one’s own position and ensure a sustainable development. This dissertation first reviews the mental models and the progress of the study on career success theory, combined with the characteristics of the hotel management personnel, with emphasis on the deficiencies of the existing theoretical study. Secondly, based on the logical inference about the concept and connotation of “growth mental model” and the new standard theory on the evaluation of career success, the dissertation, through an empirical research, establishes a new standard evaluation metrics towards the hotel management personnel “growth mental model” and the career success. Then, the dissertation puts forward the related theoretical assumptions according to the logical inference and model establishment of “growth mental models”, and its effect on the career success of hotel management personnel. Finally, through questionnaire survey and the use of statistical softwares SPSS15.0 and Amos7.0, the dissertation tests relevant theoretical assumption as empirical research procedures require and discusses the results, pointing out limitations of this study and future research directions. Conclusions of this study mainly include: Firstly, “growth mental model” of hotel management personnel has significant positive effects on career success. At the outset, without taking career resilience as an intermediary under the influence of variable factors, the dissertation directly gives an empirical research on the correlation between “growth mental model” and hotel management career success by the use of structural equation model. The results show that the “growth mental model” has good predictability on the career success of hotel management personnel, including the subjective and objective aspects and process aspects of growth. Secondly, career resilience plays an intermediary role between “growth mental model” and hotel management personnel career success. First, the occupational value of hotel management personnel has an impact on their income, promotion as well as growth, and in this process, career resilience plays an intermediary role in part. Second, the self-efficacy and ways of thinking have an impact on the objective, subjective and process of career success, and in this process, career resilience plays an intermediary role in whole or in part. In this dissertation, the theoretical value and innovation are: Firstly, exploring and putting forward the new concept of “growth mental model” and introducing corresponding measurement scale. From the perspective of system theory, the writer of this dissertation proposes the concept of “growth mental model” and reveals that its connotation structure is composed of “belief (self-efficacy, career values) and ways of thinking” based on the context of career success. By taking hotel management staff as an example, the writer further conducts an empirical test and develops the measurement scale of “growth mental model”. This makes the theory of mental models research a step forward. To this end, this study not only enriches the connotation of the theory of mental models, and highlights its theoretical value, but more important is to enhance interoperability of the theory to explain and predict. Secondly, exploring and putting forward a new standard of successful career evaluation. First of all, on the basis of pointing out the defect of the previous evaluation criteria of career success, the dissertation puts forward the evaluation methods. That is evaluation criteria of career success should transform from “subjectivity-objectivity dichotomy” to “unified subject-object” and combine “external social comparison” and “internal self-comparison”, as well as “results-oriented” and “process-oriented”. Next, the writer further introduces a new conceptual model of the evaluation criteria of career success, namely, evaluation of career success of the new standards should include three aspects, which is objectivity, subjectivity and process, and then introduces corresponding measurement scale taking hotel management staff as an example. Therefore, the new evaluation criteria model has a more extensive and explanatory power than the past academic standards, and it effectively overcomes the old one-sided evaluation criteria. This gives some inspirations to the theoretical field to further explore how to find a universally career success evaluation criterion. Thirdly, the writer gives empirical studies of the influential mechanism of “growth mental model” on career success. For the first time, this dissertation explores empirically the influence mechanism on career success from the perspective of “growth mental model”, and finds out that the career resilience plays an intermediary role to some extent between hotel management staff “growth mental model” and career success. This indicates that it is not enough for the hotel management staff only to have “growth mental model”, namely, a good professional values, self-efficacy and ways of thinking, they must have career resilience, only in this way, and they can achieve the career success effectively. Key Words: Growth mental model; Career success; Career resilience
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