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论文编号：	6253
作者编号：	1120100801
上传时间：	2014/6/6 13:51:23
中文题目：	企业人力资源管理者职业认同的影响因素及作用机制研究
英文题目：	The Research on the Antecedents and Consequences for Human Resource Manager’s Professional Identification in Enterpises
指导老师：	袁庆宏
中文关键字：	人力资源管理者；职业认同；组织认同；自我效能感；社会型工作价值观；工作绩效
英文关键字：	human resource manager; professional identification; organizational identification; self-efficacy; social work value; job performance
中文摘要：	随着我国经济的发展和社会的变迁，人们所面临的工作生活环境也急剧变动并充满了不确定性。在不确定性世界中的人们，深陷于对自我归属感的获得、自我意义感的追寻以及自我认同的建构之中。自我认同的建构首先是基于自我的多元化身份，个体会围绕着各种范畴（如性别、职业、民族国家等）展开对自我身份的识别和确认，进而形成归属感、意义感和积极的自我概念。在诸多身份范畴中，与工作相关的身份（如组织成员身份、职业者身份等）对个体自我认同的建构尤为重要。基于组织成员身份形成的自我认同指涉组织认同，基于职业身份形成的自我认同指涉职业认同。由于人们越来越注重自身可雇佣能力的发展以及越来越多的职业走向专业化，这其中也包括人力资源管理职业，职业认同问题日益凸显。在此背景下，立意于考察职业认同问题，并确定以企业人力资源者（简称HR）为本文的研究对象。职业认同是个体对所从事职业的肯定性评价，它评定了个人自我认同中职业角色的重要性。研究HR职业认同问题有其必要性和重要意义。这是因为：其一，人力资源管理职业正摇摆在专业化和非专业化之间，专业化的HR被冠之为（绩效）专员、（薪酬）专家、（战略）顾问、职业经理人，非专业化的HR被戏谑为“万金油”。其二，人力资源管理职业充斥着难题和挑战，譬如人力资源管理价值确认问题，即人力资源管理工作究竟能不能给企业带来价值及带来多大价值的问题；又譬如组织利益与员工利益的平衡难题，即所谓的“夹心饼干”境遇；第三，人力资源管理职业充满了对组织的依附性，即人力资源管理的目标和职能必须借助组织平台才能实现。这些职业特征既是对HR的挑战，令其困惑和退缩；也是HR的契机，令其充实和奋进。其中的关键，即在于HR对人力资源管理职业的认知、情感和评价方面，也就是HR职业认同问题。围绕该主题，结合人力资源管理的职业特征，确定如下三个研究问题：1.哪些因素影响了HR职业认同？2.职业认同对HR的工作产出有何影响？3.组织认同在HR职业认同与其工作产出的关系中发挥着何种作用？针对上述研究问题，运用文献研究、深度访谈、扎根理论、问卷调查等方法开展研究。在文献研究部分，揭示了符号互动理论、社会认同理论、自我归类理论等对职业认同研究的基础性意义，回顾了职业认同的相关研究进展，特别提出教师、护士职业认同研究的借鉴意义。在获取12份访谈质性资料的基础上，利用扎根理论开放性编码、主轴性编码、选择性编码等编码方法，形成27类次范畴、7类主范畴、2类范畴间关系及企业人力资源管理者职业认同成因与效应的概念模型。进一步结合文献分析，形成实证理论框架。经由预调研（N=102）与正式调研（N=226）过程，运用问卷调查方法和SPSS、AMOS统计方法进行实证研究。得出如下研究结论： 1.HR职业认同的影响因素方面。（1）人力资源管理专业背景的HR，其职业认同水平显著高于非人力资源管理专业背景的HR；有人力资源管理职业资质证书的HR，其职业认同水平显著高于没有人力资源管理职业资质证书的HR；身为管理者的HR，其职业认同水平显著高于身为普通职员的HR。（2）一般自我效能感、人际自我效能感、社会型工作价值观显著正向影响HR职业认同，一般自我效能感部分地通过人际自我效能感影响HR职业认同。（3）公众职业形象感知、自我职业形象感知显著正向影响HR职业认同，公众职业形象感知部分地通过自我职业形象感知影响HR职业认同。 2.HR职业认同的影响结果方面。（1）HR职业认同显著正向影响其任务绩效、创新绩效。（2）HR职业认同显著负向影响其离开职业的意愿、离开组织的意愿。 3.组织认同在HR职业认同与工作产出关系间的调节效应。（1）组织认同调节HR职业认同与创新绩效的关系：在高组织认同条件下，HR职业认同与创新绩效正相关；在低组织认同条件下，HR职业认同与创新绩效负相关。（2）组织认同调节HR职业认同与离开组织的意愿的关系：在高组织认同条件下，HR职业认同与离开组织的意愿负相关；在低组织认同条件下，HR职业认同与离开组织的意愿正相关。上述研究结论可用于指导提升人力资源管理者职业认同的相关实践。其创新之处体现在：第一，将职业认同研究的职业领域做了适当拓展，拓展至“准专业化”的人力资源管理者职业群体。第二，识别出人际自我效能感和社会型工作价值观两类影响企业人力资源管理者职业认同的因素。第三，识别了组织认同在职业认同与工作产出关系间的调节作用，即组织认同在职业认同与创新绩效、离开组织的意愿关系间的调节效应。
英文摘要：	With the economic development and social changes, the working and living environment in China has become fully variability and uncertainty. The people living in the uncertain world have to seek for the sense of belonging and self-importance, and to construct the self-identity. The construction of self-identity is foremost based on the diverse identities, and individuals will identify and validate their self-identity base on a variety of categories (such as gender, occupation, nation-states, etc.), and thus forming the sense of belonging, meaning and a positive self-concept. The work-related identities (including organizational membership, professional status, etc.) are especially important for the construction of individual self-identity, and the identification based on organizational membership refer to organizational identification, the identification based on professional status refer to professional identification. Because there is an increasing emphasis on the development of employees’ employability as well as the trend of more and more occupations become professionalism, which also include human resource management occupation, professional identity issues become increasingly prominent. Against this background, the study determined to focus on the issues of professional identity and choose human resource managers (abbreviation HR) as the object. Professional identification referred to the positive evaluation on the profession, which assessed the importance of the professional role in individual’s self-identity. Study the issues of HR professional identification were necessary and important. This is because, Firstly, the profession of human resources management swung between professional and non-professional, on the one hand, professional HRs were described as (performance) specialists, (compensation) experts, (strategic) consultants, professional managers, on the other hand, non-professional HRs were satire as "one size fits all". Secondly, the profession of human resources management filled with puzzles and challenges, such as the confirmation of the value of human resource management, namely whether bring value or how much value by human resource management. Another example is the balancing puzzle of the interests between organization and employees, which known as the "sandwiched" situation. Thirdly, the profession of human resources management full of attachment to the organization, namely the objectives and functions of human resource management must be dependent on the organizational platform. These professional features bring HRs not only challenges, making them confusing and draw-back, but also opportunities, making them substantial and endeavor. One of the key, was the HR professional identification, namely the cognition, emotion and evaluation to human resource management profession. Around the theme, combined with professional features of human resource management, the study identified the following three research questions: 1. The antecedents of HR professional identification? 2. The consequences of HR professional identification? 3. The role of organizational identification played in the relationship of HR professional identification and theirs’ work output? In response to these research questions, the study used several methods, such as literature research, in-depth interviews, grounded theory, questionnaires, and so on. In the literature section, recommended the fundamental theory of professional identification, including symbolic interaction theory, social identity theory and self-categorization theory. Reviewed the agenda of professional identification, especially emphasized the researches on teachers’ and nurses’ professional identification Based on the qualitative data from 12 interviews, the study using the methods of open coding, axial coding and selective coding of grounded theory, formed twenty seven sub-categories, seven main-categories, and two kinds of relations between these categories. Then, constructed the conceptual model of the antecedents and consequences of HR professional identification. At last, forced the empirical theory framework with literature analysis. Through the process of the previous-survey (N = 102) and the formal survey (N = 226), using the questionnaire method and the software of SPSS, AMOS, drew the following conclusions: 1. The antecedents of HR professional identification. 1) Comparing with the HR that with non-professional education background, the HR with professional education background had higher professional identification significantly. Comparing with the HR that without qualification certification, the HR hold qualification certification had higher professional identification significantly. Comparing with the HR that as general staff, the HR as a manager had higher professional identification significantly. 2) General self-efficacy, interpersonal self-efficacy and social work value impacted HR professional identification significantly and positively; and General self-efficacy influenced HR professional identification through interpersonal self-efficacy partly.3) Perception of the public profession image, perception of personal profession image impacted HR professional identification significantly and positively; and perception of the public profession image influenced HR professional identification through perception of personal profession image partly. 2. The consequence of HR professional identification. 1) HR professional identification impacted task performance and innovative performance positively. 2) HR professional identification impacted the intention of leaving organization and the intention of leaving profession negatively. 3. The moderate effect of organization identification. 1) Organization identification moderated the relationship between HR professional identification and innovative performance. In the context of higher organization identification, HR professional identification impacted innovative performance positively, and in the context of lower organization identification, HR professional identification impacted innovative performance negatively. 2) Organization identification moderated the relationship between HR professional identification and the intention of leaving organization. In the context of higher organization identification, HR professional identification impacted the intention of leaving organization negatively, and in the context of lower organization identification, HR professional identification impacted the intention of leaving organization positively. These findings can be used to guide the practice of upgrading HR professional identification. Its innovation is reflected in: First, expanded the occupational areas in professional identification research, and extended to the quasi professions such as HR. Second, recognized the two special factors that impact HR professional identification, which were the interpersonal self-efficacy and the social work value. Third, discriminated the moderate effect of organization identification in the relationship of HR professional identification and theirs’ work output, including the moderate effect in the relationship between HR professional identification and innovative performance, and the relationship between HR professional identification and the intention of leaving organization.
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