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论文编号：	5570
作者编号：	1120080759
上传时间：	2013/6/14 14:42:07
中文题目：	新入职大学毕业生初期职业生涯满意感
英文题目：	Study on New recruits'''''''' college graduates'''''''' career satisfaction of their initial phase of career and its'''''''' related influencing factors
指导老师：	袁庆宏
中文关键字：	职业生涯满意感 大学毕业生 初期职业生涯 职业生涯发展 初次就业新员工
英文关键字：	career satisfaction, university graduates, initial career, career development, new employees of initial employment
中文摘要：	在新员工研究与职业生涯研究这两个重要研究领域中，存在着一定的交叉、重合的共同范畴或“共有边界”。而横跨这两个研究领域的交叉、重合的“共有边界”，研究初次就业新员工入职后从学生到工作者的过渡、从学校到工作的转换过程，以及由此带来的初期职业生涯发展，乃至初期职业生涯满意感的形成问题，则一直是新员工研究和职业生涯研究中一个可以深化的领域和有待打开的理论“黑箱”。而在现实中，中国的大学毕业生新员工对其初期职业生涯状态如何看待与评价，将影响到企业与员工之间关系的和谐发展，以及新员工职业生涯短期发展目标乃至长期职业生涯成功的实现。针对这一理论与现实背景，本研究的主要目的在于分析组织制度环境介入下的中国大学毕业生新员工初期职业生涯满意感及其相关影响因素的作用机制。本研究在理论回顾的基础上，在质性研究方法中的半结构性访谈法、扎根理论资料分析方法的框架指引下，进行了较为充分的组织调研和半结构化访谈，完成了关于新员工入职后初期职业生涯满意感形成模式的质性研究；进而，在质性研究的基础上，本文进一步构建了定量研究的理论模型，并且进行了实证检验。随后本文又在质性、定量研究的基础上，进一步提炼总结研究结论和管理启示，并说明本研究的不足之处和未来可以努力扩展的研究方向。本研究从内容结构上讲，主要进行了以下工作：第一，对与本研究的相关的支撑理论，包括扩张积聚理论、计划行为理论和意义建构理论等相关理论文献进行了系统性综述，以新入职大学毕业生初期职业生涯满意感的形成模式及其相关因素为基本线索，对初期职业生涯满意感、组织支持感知、主管教导、生涯自我效能感、自我生涯管理行为的文献及这几个要素之间的关系进行了总结和梳理，为本研究下一步理论分析和实证研究奠定基础。第二，在相关文献综述的基础上，以企业新入职大学毕业生为研究对象，以新入职大学毕业生 “初期职业生涯满意感不高”等现实人力资源管理问题为导向，运用扎根理论的相关分析方法，对新入职一年左右的大学毕业生进行了半结构化访谈和随后的质性研究，形成了初期职业生涯满意感形成模式的初步理论框架。第三，针对对质性研究部分形成的初步理论框架，本研究的定量研究部分对质性研究中的一部分内容进行实证检验，发展了“新入职大学毕业生职业生涯满意感相关影响因素”的理论分析框架，以该分析框架为基础，对其中涉及的关系进行了逐一论证，并提出了与之对应的假设。第四，针对理论分析框架和相应的假设，考虑研究对象的特点，本研究对相关要素和变量进行了度量，主要参考现有理论研究成果和实证结论，并以普适性较高的成熟量表和指标为基础，对变量和具体指标进行选取和构建。第五，根据定量研究部分的设计，本研究的定量研究部分设计分为预调研和正式调研，最终以正式调研的数据作为分析的基础，结合研究需要，采用结构方程模型对提出的理论框架进行验证。第六，结合中国企业管理的实践和研究对象的特点，对质性研究结果、定量研究部分的统计结果和模型检验结果进行了详细的讨论和分析，最后提出了相关的管理建议。本研究的主要创新点主要表现为以下三个方面：第一，在理论与概念方面，本文整合计划行为理论、扩张积聚理论和意义建构理论，主要从新入职大学毕业生感知的视角，构建了中国情境下初次就业新员工的初期职业生涯满意感的研究分析框架，丰富了已有的新员工研究的内容，从职业生涯初期的角度审视职业生涯满意感，深化了对员工工作感受概念群的细分。第二，在研究框架方面，本文将组织的制度环境因素引入初期职业生涯满意感的研究框架，构建了全面分析中国情境下，组织制度环境影响新员工个人职业生涯管理的作用机制模型。将新入职大学毕业生初期职业生涯满意感、自我生涯管理行为、组织支持感知、主管教导和生涯自我效能感统一于一个结构框架进行理论研究。通过质性研究和定量研究，对理论模型进行了开发、验证等实证研究。在定量研究部分利用结构方程对理论模型进行了验证。结构方程模型显示了新员工的组织支持感知、主管教导感知和生涯自我效能感对其自我生涯管理和初期职业生涯满意感影响的差异化路径，这一路径分析，解释了五个要素之间的深层关系以及他们之间的相互依赖性。该结论弥补了以往单纯对初期职业生涯满意感与其某一前因变量间的关系的孤立研究，或片段研究的不足。第三，在研究视角方面，本文打破了对新员工的职业生涯初期长期以来单一化或片面化的认识视角，有助于更全面的审视“从学校到工作”的转换期。本文从新员工 “职业生涯满意感”切入的分析视角，是从“职业生涯研究”与“新员工研究”的“交叉”入手，探索这两个研究领域中这一未被充分研究的“中间地带”；并在一定程度上，丰富了对以往职业生涯研究和新员工研究中，较少涉及的新员工“正向情感”，以及“从学校到工作转换”，带给个体的影响的研究内容。以往研究关于职业人群的职业生涯满意感有所关注，但有关新入职大学毕业生群体的初期职业生涯满意感的研究较少涉足。以往新员工研究关于新员工的组织社会化、组织认同和期望落差等内容的研究较多，但关于新员工的初期职业生涯发展质量的衡量的研究较少。本研究是对以往研究的一种深化和拓展。同时，本文的实证研究的运用，有助于促进大学毕业生职业生涯初期期定量研究与质性研究的发展，弥补新员工职业生涯初期研究领域中多职业辅导对策而少定量和质性研究的短板。
英文摘要：	There is a cross area existed in the field of new employees research and career research. In order to opened the theoretical “black box”of the new employees’ career transition from school to work,as well as the early formation of career satisfaction,we made a research to crossed the common areas of these two research fields. In reality, the Chinese new employees how to treat their initial career status may have influence to the harmonious relationship between employees and organization, as well as the new staffs’ career short-term development goals and long-term career success. In response to this theoretical and practical background, the main purpose of this study lies in the analysis background of organizational system environment,made a research of the Chinese university graduates’ early career satisfaction and its related factors. Under the guidance of the theoretical review, we used the methods of semi-structured interviews and some other qualitative research methods included grounded theory method to completed the qualitative research about the new staffs’ initial career satisfaction’s formation process. Furthermore, on the basis of qualitative research, this paper built a theoretical model for quantitative study and made an empirical test. Subsequently, on the basis of qualitative and quantitative research, this paper made a further refined summary of findings and managerial implications, and discussed the inadequacies of the research and the directions of the future research. In terms of content and structure, we mainly did the following work in this study: First, this study reviewed the theory which including the broden and building theory, theory of planned behavior and sensemaking theory to the format the crues of the new recruits college graduates’ career satisfaction and its related factors. Made a review of the career satisfaction, perceived organizational support, supervisor coaching, career self-efficacy and career self-management behavior, the present study made a solid basis for next step’s theoretical analysis and empirical study. Second, on the basis of the literature review, taken the newly recruited university graduates as the study object, taken the new recruits college graduates’ "poor quality" in initial career satisfaction as issues-oriented, and used the method of grounded theory for an analysis.After conducted a semi-structured interviews and subsequent qualitative research, the framework of the formation of the early career satisfaction has formed . Third, we built a preliminary theoretical framework for the qualitative research and made a development of the theory of the new recruits university graduates’ career satisfaction’s influencing factors. Then we rised the corresponding assumptions for this research. Fourth, according to the theoretical framework and assumptions, we made a consideration of the characteristics of the study object and measure the relevant factors and variables.On the basis of universal higher amount of survey questionares and indicators, we made a selection and construction of the variables and indicators. Fifth, according to the design of quantitative research,the quantitative research devided into the pre-research and formal research.We used the final formal research data as the basis of the analysis, combined with research needs, used structural equation model to verify the proposed theoretical framework . Sixth, made the combination of China's enterprise management practice and the qualitative research results, we have a discussion of the statistical results of the quantitative research and model test results.After that,we made a detailed discussion and analysis of the proposed management recommendations. The main innovation of this study is mainly for the following three aspects: First, on the flied of the theories and concepts, this article made a consolidation of the theory of planned behavior, the broden and building theory and sensemaking theory, mainly from the perspective of perception based on the new recruits university graduates, build an analytical framework to enrich the contents of the existing staff research, deepen the conceptual base of the employee feeling. Second, on the field of the institutional environment in the framework in the study, this paper will be organized into the the "initial career satisfaction - conversion of career and adapt to the quality of the research framework to constructed a comprehensive analysis of the environmental impact to the new staffs.We formed a structural framework for theoretical research, qualitative research and quantitative study. Structural equation model was used in the quantitative research section to verify the theoretical model. Structural model showed the relationship of the new employees’ to perceived of organizational support, career self-efficacy, supervisor coaching, self-career management and initial career satisfaction, the path explain the deep relationship between the five elements and interdependence between them. The conclusion to make up the past study’s simply isolated research of the relationship between the initial career satisfaction and their particular antecedents or fragment the lack of research. Third, in research perspective, this paper broke the single view of the new employees’ early satisfaction in their career for a long time or one-sided understanding of perspective, contribute to a more comprehensive look at the career transition from school to work.The previous studies on have corcern on career satisfaction, but the content of the new recruits university graduates’ initial career satisfaction research were less involved. The past research about the new employees was mainly focus on organizational socialization, organizational identity and expectations gap , but less focus about the new employees’ adaption.This study of made a deepening and expanding of the past research. At the same time, through the use of empirical research, contribute to the development of university graduates’ career transition through quantitative research and qualitative research, make up the short set of the research of university graduates’ career transition period.
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