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论文编号：	1674
作者编号：	031777
上传时间：	2010/5/24 9:13:39
中文题目：	高学历员工职业生涯成长期离职倾向研究
英文题目：	development stage of professional career turnover intention career anchor
指导老师：	袁庆宏
中文关键字：	职业生涯成长期 离职倾向 职业锚
英文关键字：	development stage of professional career turnover intention career anchor
中文摘要：	具有高学历背景的员工在经历了职业生涯初期后，由于对自身职业生涯有了重新的认识和规划，相比其他时期，他们会有更强的离职倾向。同时，就职单位管理制度上的不足和社会经济环境中的一些现象也会在一定程度上增强这类员工的离职倾向。根据作者对周围的这类员工情况的了解，发现这样的现象确实大量存在。因此作者打算通过这篇论文对这类群体的离职倾向以及相关影响因素做实证描述性分析。 本论文的目的是了解具有高学历背景的处于职业生涯成长期的员工在离职倾向的各项影响因素上的态度，并了解不同性别、不同就职单位类型的员工在各个影响因素上是否存在差别。根据调查数据得出结论，并提出建议，希望能对这类型员工、用人单位以及高校有所启示。 根据本文的研究初衷，作者选定了已经在毕业后工作了3到8年的拥有高学历背景的员工作为研究对象。问卷的发放采取了实体问卷和网络问卷两种方式，共计发放280份问卷。根据样本在职业锚认知和离职倾向影响因素量表上的回答情况，利用频次分析、方差分析等方法进行具体分析。 本文的主要研究发现有：（1）样本群体在自我职业锚相符程度和内部社会支持的相关问题上回答较差；（2）单位在工作自主权、分配公平性、薪酬、职业成长度、晋升机会上的表现是员工产生离职的重要影响因素；（3）不同性别的样本员工在职业锚认知程度上、“能力在工作中能得到提升”以及“在工作中能得到同事的帮助”这两个问题上有较明显的差异；（4）不同的就职单位类型在对员工跳槽的态度、绩效考核制度的执行方面、薪酬水平的竞争力、提供的进修机会的水平以及晋升机会的处理上存在显著差异。 针对研究发现，本论文提出了相应的建议：对员工而言，应理智的对自身职业生涯规划进行再审视，客观的看待社会经济环境中的一些现象，并加强与主管以及同事的沟通；对用人单位而言，应将先进的管理制度尽可能的落实到实处，采用更多的以人为本的管理方法，特别民企私企的经营理念需要改进；对高校而言，可以增加教育角度和深度，并建立毕业生追踪体系。
英文摘要：	After the initial stage of professional career, the employee with high education degree become more intentional to turnover because of the recognizing and redesign of the professional career. Meanwhile, the shortage of the work units’ management system and some phenomenon in social economy environment lead the turnover more or less. From the realizing of the employee around author, this phenomenon exists a lot. So I want to make a demonstration analysis on the intention and correlative factors of this colony. The purpose of this article is to realize the attitude of employee that in development stage of professional career with high education degree in factors of turnover intention, and to see if the differences exist in these factors between employees in different sex and different kinds of work units. Make suggestion from the data to give some revelation to employee, work units and colleges. According to the purpose, I pick the employees with high education degree that have worked for 3 to 8 years after graduation as research object. 280 questionnaires are used and frequency and variations analysis are used for this article. We find from the article: (a) sample employees have bad answer in the questions of the match of career anchor and inner social support; (b) the behavior in work self-determination, compensation justice, compensation level, professional development and promotion is important factor on turnover intention; (c) employee in different sex has difference in perceiving of career anchor, “ability promote in work” and “be helped by colleague in work”; (d) different work units has difference in attitude to job-hopping, executing in performance appraisal, compensation competition, advance study level and dealing in promotion. This article give some suggestion: for employee, redesign professional career reasonably, treat some phenomenon in economy environment externally, improve communication to supervisor and colleague; for work units, put the advanced management system to practice, use human-based management way, manage conception should be improved; for college, increase the ways of career education and build trace system of graduate.
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