【作者】 李华；

【导师】 李传昭；

【作者基本信息】 重庆大学 ， 技术经济及管理， 2006， 博士

【摘要】 在人才竞争日益激烈的今天,企业越来越注重把员工职业发展作为人力资源战略管理中的一项重要组成部分。但是,作为企业中最重要的人力资源之一的企业管理人员,他们的职业发展道路已不得不面临现实上无法克服的矛盾,这就是管理人员在不断向上的职业发展中,由于通过自己的努力而得到提升的机会愈来愈小,绝大部分管理人员在企业中的职业发展达到一定程度时,都将步入到一个职业发展停滞的“高原”时期。职业高原的出现必将对企业管理人员的工作满意度、组织承诺及离职倾向等带来一系列的冲击。自Ference等(1977)最早从晋升的角度对职业高原进行研究以来,职业高原对员工工作态度和行为方面的影响一直是国外学术界加以关注的热点问题,但我国目前在该领域的研究几乎还是空白。因此,有必要结合我国企业人力资源管理的实际背景,探讨企业管理人员的职业高原与工作满意度、组织承诺及离职倾向之间的关系。本文在借鉴和吸收国内外相关研究成果的基础上,通过理论和实证分析,对我国企业管理人员的职业高原相关问题进行了深入研究。本文的主要研究内容分八个部分展开:第一章简述了本研究的背景和意义,研究的目的、内容、方法和技术路线,以及本文的主要创新之处等。第二章阐述了国内外有关职业高原理论问题的研究动态,分析了工作满意度、组织承诺及离职倾向的有关理论及相互关联性,论述了职业高原与工作满意度、组织承诺及离职倾向之间的关系,并在此基础上提出了本论文的研究假设。第三章运用博弈论方法对职业高原进程中各类企业管理人员的离职博弈问题进行了分析,建立了企业管理人员的离职博弈模型;第四章首先对客观与主观职业高原、工作满意度、组织承诺、离职倾向等进行了变量设计;其次,严格按照量表的信度和效度的检验要求,先后进行了小样本和大样本问卷调查;最后,对实证的数据分析方法进行了说明。第五章分析了客观与主观职业高原与工作满意度,组织承诺及离职倾向各因素之间的相关性,在此基础上,进一步用结构方程模型验证了客观与主观职业高原与工作满意度、组织承诺和离职倾向等潜变量之间的结构关系。第六章通过多重比较,对各类企业管理人员在工作满意度、组织承诺及离职倾向上的差异性进行了检验。第七章详细分析了基于“弱”、“较强”和“强”等三种不同的客观职业高原和主观职业高原下,不同性别、年龄、婚姻、学历、管理职位、工作资历的企业管理人员在工作满意度、组织承诺和离职倾向上是否具有显著性差异,并对每一种分析结果作了进一步诠释。第八章对本文研究的结果进行了总结和讨论,并指出了进一步研究的方向。更多还原

【Abstract】 With the fierce competition of talents today, companies are laying more stress on employees’career development and regarding it as an important component of their human resource management strategies. But as the most important part of human resource, business managers are facing unavoidable contradicts on their career developing ways. The opportunities for them to be promoted are getting smaller and smaller through their own efforts, most business managers will step into a“career plateau”period which means their career would stagnate temporarily. Career plateau may put some negative impact on job satisfaction, organizational commitment and turnover intention for managers.Ference(1977) did the first study of career plateau from the angle of promotion, and then the impact of career plateau to employees’working attitudes and behaviors has being a hot issue in the foreign academic fields. But in our nation, this kind of study is almost empty. So it is necessary to study the relationships between career plateau and career satisfaction, organizational commitment and turnover intention respectively combined with the practical background of Chinese enterprises’human resource management. This thesis researches issues about business managers and career plateau of our nation through theories and empirical analysis, basing on the relative study conclusions.The research contents of this paper are divided into eight chapters. In chapter one, the background, significance and purpose of this thesis are stated; also the contents, methods, technical paths and contributions of this paper are included. In chapter two, it summarizes the dynamic researches of theories about career plateau in the foreign academic fields and analyzes the theories of job satisfaction; organizational commitment and turnover intention. Then, the relations between them are analyzed and the hypotheses of this thesis are brought forward. In chapter three, the turnover problems of different kinds of managers based on career plateau are analyzed with game theory and a turnover game model of managers is established. In chapter four, the variables about objective and subjective career plateau, job satisfaction, organizational commitment, and turnover intention, also work performance is designed firstly. Secondly, the questionnaire investigations of small and large specimen are implemented, which are strictly according to the examine requirements of reliability and validity. Finally, data analysis methods are更多还原