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论文编号：	6083
作者编号：	1120100800
上传时间：	2013/12/23 16:37:41
中文题目：	以角色交互为视角的职业生涯发展研究——基于交互载体的过程机制探索
英文题目：	Research on Role Relation-based Career Development——The Process Mechanism from the Perspective of Interactive Carrier
指导老师：	李新建
中文关键字：	角色关系、角色交互、交互载体、角色交互关系构型、职业生涯成功
英文关键字：	Role-relation, Role Interaction, Interactive Carrier, Role Interaction Configuration，Career Success
中文摘要：	工业化使劳动从家庭中分离，造成了职业角色对其他角色的侵蚀，导致了诸多严重的社会问题。如果继续以“工作”的一维视角探讨员工发展，容易陷入“劳动异化”和组织与员工“对立发展”的僵局，可能导致组织内在驱动力耗竭和企业发展不可持续。相反，越来越多的企业创新管理方式和员工自我生涯管理实践表明，员工职业发展不仅是单一职业角色的承担问题，还与其家庭、教育、社会等诸多角色息息相关。因此，以多角色协调发展观替代单一职业角色发展观，不仅可拓展该领域的学术空间，也可促使组织从更理性和更社会性的视角最大限度地激发个体的创造潜能。目前，在职业生涯研究中存在两种截然相反的观点：一类观点认为，不同角色隐含着差异化的行为规范和关系处理逻辑，将导致角色间冲突，是个体职业生涯发展的阻力来源。另一类观点认为，多角色承担也存在相互协调与促进的方面，可以成为个体职业生涯发展的动力来源。理论观点未达成一致的原因在于：多角色间关系可能存在特定的系统结构，从系统角度对角色结构进行分析或可解开两种假说之间的争端。然而，已有研究仅拘囿于“工作——家庭”两个传统角色的博弈。受社会网络理论的启发，工作、家庭以外的其他社会角色（例如学习者角色）也对职业生涯发展具有重要价值。已有研究仅从局部要素入手，揭示了单一角色对职业生涯发展的片面影响。有必要从多元动态视角出发，挖掘角色间关系对职业生涯发展的价值，以更真实全面地反映职业生涯发展的客观规律。因此，在无边界、易变型、知识型职业生涯发展趋势的背景下，本研究以职业生涯发展理论和角色理论为依据，结合人力资源开发、工作——家庭平衡、社会网络等领域的相关研究，尝试以角色关系系统为视角探讨职业生涯发展过程，以对职业生涯发展领域的研究有所贡献。为此确定了四个研究目标：第一，探讨以角色系统视角解读职业生涯发展过程的必要性与可行性。第二，构建以角色关系为基础的职业生涯发展理论。第三，挖掘并检验基于角色关系的职业生涯发展过程机理。第四，寻求该理论在职业生涯管理中的应用。综合使用了文献分析、归纳演绎、系统动力学分析、质性研究、调查研究、构型法等多种研究方法。具体研究思路为：首先，在已有研究基础上，搭建了“职业—家庭—社会”三元角色框架，构建了基于角色关系的职业生涯发展理论。随后，采用质性研究，选择10位女性MBA毕业生进行案例分析，归纳出基于角色关系的职业生涯发展过程框架，挖掘多角色参与的系统动力结构。而后，采用定量研究方法对质性研究结论进行检验。最后，借鉴构型法搭建角色交互关系构型，以为职业生涯管理活动提供分析工具。研究得到以下结论：第一，挖掘出“多角色参与”、“角色交互”、“交互载体”、“角色状态”等核心概念。研究发现，交互载体存在两种形式，可以形成角色关系的两种系统结构：以增值型交互载体为基础，多角色间将形成形成2条增长型循环，可引发角色状态的积极改变。以消耗型交互载体为基础，多角色间将形成1条调节型循环，可导致角色状态的消极改变。第二，根据研究需要，开发了增值型角色交互和消耗型角色交互的量表，其中增值型角色交互包括能力促进、资源促进和心理促进三个维度，消耗型角色交互包括主观冲突和客观冲突两个维度，得到了较好的信效度水平。第三，实证研究中，结果不仅支持了增值型角色交互对个体职业生涯成功的正向影响作用，消耗型角色交互对个体心理压力的正向影响作用，也支持了两个过程之间的交互作用，以及多角色参与在增值型角色交互过程中的调节作用。此外还证实了基于角色关系的职业生涯发展模式存在特定的时间效度。第四，“角色交互关系构型”对角色促进与角色冲突之间四种不同关系组合进行了解读，结果显示，可以通过调整交互载体，实现提高角色促进、降低角色冲突的目的。本研究的创新性主要体现在：（1）应用角色分析、系统动力等理论，扩展了职业生涯的研究视角。（2）以“工作-家庭-社会”三元角色互动的分析单元，揭示了职业生涯的发展动力来源和阻力来源，扩充了职业生涯发展领域的研究体系。（3）在质性研究基础上，挖掘出“角色交互”、“多角色参与”、“交互载体”等概念，构建了新的概念体系和研究分析框架。（4）开发了“增值型角色交互”和“消耗型角色交互”的测量量表，贡献了新的测量工具。（5）构建了“角色交互的关系构型”，为职业生涯管理提供了新的理念和管理策略。
英文摘要：	Industrialization makes labor separate from family, causes the work role erode other roles, which leading to many serious social problems. If we continue to discuss employee development from only ‘work’ perspective, it is easy to contribute to ‘labor alienation’, and ‘rival development dilemma’ between organization and staff. Accordingly, exhaustibility of organization’s internal motivation and unsustainability of corporate development may emerge. On the opposite, more and more companies’ successful management practice and employee self-career management indicate that employee career development not only takes the responsibility of work role, but also relates to multiple roles like family, education, society. Consequently, that using “life-span career development view” replaces “the single work-related career development view” can extend academic space of the field, it can also motivate individual maximum creative aptitude from more rational and social view. Currently, academic circles hold two opposite opinions of career development research: On one hand, because of limitation of time, energy and resource, the responsibility of multi-role function may give individual economic and psychological burden, which prevents career development. On the other hand, as for organization staff, multiple role involvement may be one of historical necessity. It is obvious that, inter-roles may not have inter-preventive relationship, the coordination and impetus may also exist. And multi-role participation may bring authority, resource, security and completed personality, improve other fields’ function and become the motivation source of individual career development. Through analysis, the reason of non-consensus of theoretical opinions is: There is the certain system structure among multiple roles. So the adoption of system perspective to analyze role structure may resolve the competing issue. However, existing literatures only are focused on traditional ‘work-family’ role gaming and confined to work-life domain. Enlighten by social capital theory, this study illustrates that: Work, family and other social role (e.g. Learner role) may have significant influence on career development. Existing researches only take the component aspect and demonstrate single role has one-sided effect. It is essential to take multi-dynamic perspective, analyze inter-role relation’s value for career development, and reflect true and completed objective situation and inherent law of career development. Therefore, with the trend of boundaryless, protean and knowledge career development, this paper takes career development and role theory as theoretical foundation, integrates related studies of human resource development, work-family balance and social network, uses system dynamics methods, intends to build role relation-based career development mode which contributes to career development researches and supplies integrated solutions to employees’ self career management problems. This study contains four research objectives: firstly, the paper investigates necessity and practicality of analyzing career development process by role system view. Secondly, it constructs role relation-based career development theory. Thirdly, it taps and tests process mechanism of role relation-based career development pattern. Lastly, it seeks the implementation of the theory in career management field. This paper uses synthetical approaches of literature analysis, induction and deduction, system dynamics analysis, qualitative research, survey research and configuration mothed. The research framework is as follows: at the beginning, it constructs role relation-based career development theory with the help of existing thoeries. Then, it explores process framework of role relation-based career development mode and structures multi-role-relation system dynamics model through qualitative study. Based on that, it transforms the theoretical model into conceptual framework, develops related scales, and test hypothesis according to the quantitative research method. Finally, it summarizes the basic principles of role relation-based career development, builds role interaction configuration and supplies framework and improvement direction for career management activities. The conclusions of the study: First, borrowing related literatures of human resource development, work-family relationship and social network, the paper constructs ‘work-family-society’ triple-role framework, and builds role relation-based career development mode. Secondly, case analysis and abstracts some core concepts, as ‘Multi-role Involvement’, ‘Role Interaction’, ‘Interactive Carrier’,‘Role Status Change’. Because of interactive carrier differences, it can take two development sequences: (1)Based on Value-added carrier, multiple roles will promote each other and initiate positive role status change. (2)Based on Consumed interaction carrier, multiple roles will conflict and lead to negative role status change. From this, three circles of multi-role-relation can be shown: one negative feedback loop illustrates inter-role conflict process; two positive feedback loops reflects inter-role facilitation process. Thirdly, it develops value-added role interaction and consumed role interaction scale. The value-added role interaction involves three dimensions: competence development, resource enrichment and psychological capital enrichment. Meanwhile, consumed role interaction involves two dimensions as subjective conflict and objective conflict, demonstrating good reliability and validity. Fourthly, results support positive effect of value-added role interaction on individual career success, and positive impact of consumed role interaction on mental strain, and the interactive effect between these two processes. In addition, the moderate effect of multiple role involvement on value-added role interaction process can also be supported. Furthermore, it also tests the moderation of time factor on the above basic processes and manifests role relation-based career development mode has certain time effect. lastly, it analyzes and discusses role relation-based career management issue, and treats “promoting value-added role interaction’s positive effect and limiting consumed role interaction’s negative effect will facilitates fundamental career development” as the essential principle of career management. Through comprehension of different relationship between role conflict and role facilitation, it builds ‘role interaction configuration’, and illustrates interactive carrier adjustment can be used to promote role facilitation and reduce role conflict.
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