【作者】 朱新艳；

【导师】 秦远建；

【作者基本信息】 武汉理工大学 ， 管理科学与工程， 2010， 博士

【摘要】 在人力资源流动和配置过程中,如何兼顾个人成长与组织发展的需要,一直是管理者和学术界努力解决的难题。飞行员作为一个特殊的职业群体,正面临着前所未有的流动机制变革。此起彼伏的辞职风潮、积年累月的劳动官司,无论对飞行员、航空公司还是民航业的发展,都有极大的伤害。换言之,中国民航业迫切需要一剂兼顾各方利益、推动飞行员合理、有序流动的良方!因此,在国家自然科学基金“空中交通安全风险耦合机理及预警决策支持系统研究”1的资助下,诞生了这篇博士论文。本文依据经典的雇员流失心理过程模型和企业危机管理理论,将预警的理念引入到飞行员流失危机管理中来,紧扣飞行员工作的特殊性和流失特点,从个体与组织基于流失决策的博弈入手,全过程、全方位地探讨了稳定飞行队伍、减少人才流失损失的对策和方法。文章分为8章：第1章概述了研究的背景、目的和意义,综述了国内外相关研究,交待了研究内容和研究方法。第2章界定了人力资源流失的相关概念,阐述了人力资源流失预警管理的理论基础。第3章统领全文,剖析了飞行员流失预警管理的基本原理,从博弈的角度,提出了兼顾个人与组织双重视角的飞行员流失预警管理理论模型。第4章与第5章从飞行员个体角度考察流失的心理规律,为流失预警管理提供心理学支持。构建了飞行员流失诱因传导的理论模型,通过问卷调查和统计分析,厘清了飞行员流失过程中各心理变量的作用机理,揭示出飞行员流失的多种心理路径。第6章与第7章从航空公司角度探讨对飞行员流失行为的管控,以突出研究的实用价值。设计了预警指标体系,明确了监测和诊断评判的方法,提供了预警输出的方式,并从微观与宏观、过程与后果,多层次、多角度地提出了飞行员流失的预控策略。第8章总结研究结论,指出了研究不足,明确了今后的研究方向。本文采用文献分析、模型构建、深度访谈、典型组讨论、问卷调查、统计分析等多种研究方法,在以下方面做了有益的尝试,取得了一定的创新成果：(1)将飞行员个人离职的心理过程与组织的人才流失预警管理活动结合起来,构建双重视域下飞行员流失预警管理模型,克服了同类研究中只考虑组织需要、忽视个人心理机制的弊端,分析更加完整、系统。(2)构建了飞行员流失的诱因传导模型,并进行了实证研究,首次明确阐述了飞行员流失过程中各心理变量的作用机理和流失的多种心理路径,充实了飞行员流失预警管理的理论基础。(3)全方位、多层次地提出了航空公司防范飞行员流失和减少飞行员流失损失的预警方法与预控对策。提出了5个前期相关研究中未曾涉及的预警指标；针对飞行员的知识持续管理以及宏观预控策略,均有所突破。本选题开展的研究,对人力资源管理理论在特定行业的深化与发展,对我国民航业的健康成长,对航空公司人力资源管理水平的提升以及飞行人才职业追求的实现,都有一定的参考意义。更多还原

【Abstract】 During the flow and allocation of human resources (HRs), it is extremely difficult for both practitioners and researchers to balance the individual’s growth-up and organization’s development. Aviation pilots, as a group of the special professionals, are facing the unprecedented reform of flow mechanism. Currently, waves of pilot resignation and lengthy labour lawsuits therefrom in Chinese aviation industry, are deeply hurting both the pilots and airlines, and further damaging the industry itself. In other words, a remedy has been desired by the industry to balance the interests of the multiple stakeholders and to push the reasonable but efficient pilots’flow. This Desertation is to do some research on the issue, with the support of National Nature Science Fund of China:"Study on Risks Coupling Mechanism of Air Traffic Safety and the Early Warning Decision Support System" 2On the basis of the Psychological Process Models of HR Turnover and the Crisis Management Theories of enterprise, with application of the core ideas of Early-warning Management to the crisis of the pilot turnover, this dissertation, keeping in line with the features of the Pilot’s professional and turnover, fully discusses how to stabilize the airline’s pilot staff and to eliminate the loss of brain drain from the point of the individual-organization games over the pilot’s turnover decision. It is organized as 8 Chapters:Chapter 1 gives a general overview of the background, purpose and significance of the study, also reviews the theoretical arguments and previous empirical findings in the literature and further presents the research contents and methods. Chapter 2 defines the concepts related to HR turnover and elaborates the theoretical fundamentals of Early-warning Management for HR turnover. Chapter 3 outlines the overall dissertation, analyses the principle of Early-warning Management for pilot turnover from the gaming point, initiates the Early-warning Management Model of the Pilot Turnover which combines both the airline’s and pilot’s views. Both Chapter 4 and 5 discuss the psychological laws in pilot turnover from the individual’s point so as to provide the psychological supports to the study.The two chapters construct the Theoretical Inducement Model of the Pilot Turnover and reveal the interaction mechanism of different psychological variables during the pilot turnover and further probe into the multiple psychological paths for the pilot to turnover. Both Chapter 6 and 7 discuss how to prevent and control the pilot turnover with respect to the airlines for underlining the study’s value in the industry practices. The two chapters establish the Early-warning Index System with the monitoring and evaluation approaches, and offer alternative ways to alarm-reporting. Finally the overall prevention and control strategies, running through the process and consequence, are proposed from the views of the organization and industry. Chapter 8 summarizes the research and indicates the limitation with the future efforts that should be taken in the research area.By employing the methods of literature analysis, modeling, depth interview, focus group discussion, questionnaire investigation and statistical analysis, this dissertation takes the initiatives and achieves the creative results as follows:(1) This dissertation attempts to integrate the pilot’s psychological process during turnover with the organization’s HR turnover early-warning management, and to construct the Early-warning Management Model of the Pilot Turnover from the dual points of the airline and pilot, which would surmount the common limitations of emphasizing more on the organization’s needs but ignoring the individual’s psychological mechanism in the current research and make the analysis fully integrated and systemized in the research.(2) This dissertation constructs the Theoretical Inducement Model of the Pilot Turnover and conducts the empirical research, which reveals the interaction mechanism of the different psychological variables during pilot turnover and the alternative psychological paths to turnover for the first time, and enriches the theoretical fundamentals of Early-warning Management for pilot turnover.(3) This dissertation proposes the overall strategies of how to prevent and control the pilot turnover and to eliminate the loss of brain drain with five early-warning Indexes initiated, in which the ideas about the pilot’s Knowledge Continuity Management and the industry’s countermeasures against the risk of pilot turnover, are also regarded as certain breakthroughs.The research results have reference significance in developing the theories of Human Resource Management (HRM) in specific industry, also in promoting the heathy growth in Chinese aviation industry, particularly in enhancing the level of HRM in airlines and fulfilling the career pursuits of pilots.更多还原