ISSN 0439-755X
CN 11-1911/B
主办：中国心理学会
　　　中国科学院心理研究所
出版：科学出版社

心理学报 ›› 2002, Vol. 34 ›› Issue (01): 98-106.

• • 上一篇    下一篇

组织职业生涯管理与员工心理与行为的关系

龙立荣;方俐洛;凌文辁   

  1. 中国科学院心理研究所,中国科学院心理研究所,暨南大学人力资源研究所 北京100101华中师范大学心理学系,武汉430079 ,北京100101 ,广州510043
  • 发布日期:2002-02-25 出版日期:2002-02-25
  • 通讯作者: 龙立荣

ORGANIZATIONAL CAREER MANAGEMENT :MEASUREMENT AND ITS EFFECTS ON EMPLOYEES' BEHAVIOR AND FEELING IN CHINA

Long Lirong 1,2 Fang Liluo 1 ( 2Central China Normal University,Wuhan 430079) ( 1Institute of Psychology, Chinese Academy of Sciences, Beijing 100101) Ling Wenquan (Institute of HRM, Jinan University, Guangzhou 510063)   

  • Online:2002-02-25 Published:2002-02-25

摘要： 通过广泛的开放式问卷调查和访谈 ,结合国外职业生涯管理的做法 ,编制了适合我国国情的组织职业生涯管理问卷 (简称OCMQ) ,将问卷在 13个国有企业、民营企业、股份制企业的管理者、技术人员中进行了调查 ,对所获得的 44 9份有效问卷探索性因素分析结果表明 :我国组织职业生涯管理的结构主要体现在四个维度 :即晋升公平、注重培训、职业自我认识、提供职业信息。后来 ,利用研制的OCMQ ,以及相关问卷职业承诺、组织承诺、工作卷入度、职业满意度、工作绩效等又在 11家国有和中外合资企业中进行了调查 ,399份有效问卷结果进一步验证了OCMQ问卷的结构效度、实证效度和信度 ;并发现组织职业生涯管理对企业员工的职业承诺、组织承诺、工作绩效、职业满意度、工作卷入度等产生积极的影响 ,证实了职业生涯管理的价值。

关键词: 组织, 职业生涯, 管理

Abstract: On the basis of the in-depth interview with the faculty related to HRM department and the open questionnaire to the employees in different kinds of enterprises, the original questionnaire on organizational career management was created. Pilot study was implemented with 177 managers,technicians, or MBA students, the result indicated that most of the items were accepted after deleting some items with too high frequency or too low correlation between the item and subscale. After the rearrangement of the questionnaire items , another 449managers or technicians from 13 companies completed the questionnaire, the data is factored by SPSS 8.0 using principal component analysis to extract and varimax to rotate . The results indicated that the organizational career management questionnaire(i.e. OCMQ) consisted of four components, which were justice, training, self recognition, and communication of job information, and 65.09% variance was explained. The Cronbach of each subscale, i.e. justice, training, self recognition, and spreading of job information was 0.87,0.76, 0.79 ,and 0.78 respectively. This research also used five other questionnaires which were career commitment, organizational commitment, job performance,career satisfaction and job involvement as dependent variables. Their Cronbach was 0.79, 0.80, 0.65, 0.70, and 0.81, and each questionnaires was valid, too. Finally,399 subjects from 11 enterprises accepted a revised OCMQ ,in which each subscale consisted of four items ,and career commitment, organizational commitment, job performance, career satisfaction, and job involvement. A measurement model was used to confirm the structure of organizational career management ,good fit index indicated that OCMQ had high construct validity. Using the LISREL8.30 to modeling the relation between the latent organizational career management and the latent dependent variables , the main fit index were over 0.90 .The result indicated that latent organizational career management has significant effects on latent dependent variable.

Key words: organization, career, organizational career management