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论文编号：	98
作者编号：	2120052003
上传时间：	2007/6/21 23:08:32
中文题目：	职业生涯高原的类型、影响因素及
英文题目：	A study on the career plateau'
指导老师：	袁庆宏
中文关键字：	职业生涯高原;主观职业生涯高原;
英文关键字：	career plateau;perceived caree
中文摘要：	成功的职业不仅仅能提供给员工一定的物质报酬、归属感，更能满足员工自我实现和成长发展的需求。但是，由于组织或个人的原因会使员工的职业发展被迫在某一方面发生停滞，这种状态通常被描述为职业生涯高原。 随着外部环境的竞争加剧，企业面临着组织变革和机构重组的压力，为员工提供的职业发展路径正发生变化，而员工本身对职业发展的期待、对职业成功的定义也悄然改变。在新的时代背景下，职业生涯高原现象以及对组织发展的影响逐渐凸显。 国外对职业生涯高原的研究始于20世纪70年代后期，而国内学界和实务界对此现象的关注最近才刚刚开始。虽然国外对职业生涯高原的研究已经经历了一段比较长的时间，但是还在存在内涵过窄、缺乏过程研究、与许多重要的组织效果变量关系尚不明确等问题。针对这些问题，本研究的研究视角细化到更深的层面，分别研究各个类型的职业生涯高原及其相互关系，从而在理论上丰富职业生涯高原内涵，并解释以往部分不明确的研究成果。 研究认为，职业生涯高原具有一定的结构，是各种类型的高原综合作用的结果。论文在以往研究的基础上，以主观感知为连接点，完善了职业生涯高原的分类。这种分类为研究提供了独特的视角：提示我们不仅需要关注层级高原，还要关注内容高原和中心化高原等不易显化的高原，尤其关注内化为员工感受的主观职业生涯高原。通过分析各种类型高原的特征及其相互关系，进一步明确了职业生涯高原的形成过程。 本研究还分别探讨了层级高原、内容高原、中心化高原和主观职业生涯高原的影响因素，并以组织为视角，重点分析的是与组织有关，并且组织可以控制的因素。论文最后落实到针对于各种类型高原的相关组织干预对策分析，从而在一定程度上指导企业管理实践。
英文摘要：	Successful career not only to provide material reward, a sense of belonging, but also to meet the self-realization of their development needs. Certain career development stagnation which may be caused by organizational or personal reasons can be described as career plateau. With the intensified competition, enterprises are faced with organizational reform and restructuring pressure, career development path provided by the enterprise and the staff’s expectations of career development have all been changed. Career plateau appears obviously in the new context of the times. Ference and his colleagues developed the concept of career plateau in 1977. The domestic researchers newly began to make concern about the phenomenon. Although, the researches on career plateau in the Western had gone through period of time, it had some problems, such as lack of process studies, very narrow conceptualization of career plateau and ambiguity of relationship between career plateau and important organizational effective variables. Aiming at these problems, this study carried on the research in enriching the concept of career plateau and doing some process studies. Career plateau has its structure, it is combined result of all types of Plateau’s. Based on relevant researches, this research established career plateau categories, which provides a perspective for further research: Suggesting that we should not only need to pay attention to the hierarchical plateau, but also other plateau such as content plateau, centralizing plateau, especially perceived career plateau. By analyzing various types of the plateau’s consequences, and its influence between each other, we can further define the process of career plateau formation. Based on career plateau categories, this research finally focus on organizational factors affecting all types of plateaus. So the relevant organizational career-plateaued management can be more effective.
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