【作者】 李福刚；

【导师】 王学军；

【作者基本信息】 武汉大学 ， 企业管理， 2004， 硕士

【摘要】 在后企业时代，技术、资本和思想传播、复制显得相对迅速和容易，获得并有效的利用自己的智力资本成为企业获得持续的竞争优势前提条件。组织职业生涯开发虽然出现时间不长，而且仍然是人力资源开发的有机组成部分，由于它对组织的特殊作用，在某种程度上已经发展了自己的体系。组织职业生涯开发不仅开发了一个企业的人力资源，重要的是其对整个智力资本系统有着系统的影响。通过这种系统影响，组织职业生涯开发成为公司获得竞争优势建立核心竞争力的重要方式和手段。 然而，诸如全球化、高新技术、组织重建、人们生活方式和价值观等这些管理环境的改变，使传统上曾经行之有效的职业生涯开发理论和实践都显得过时并面临新的挑战。组织职业生涯开发面临如此一个悖论：在后企业时代，智力资本的获得、培育和使用是企业核心竞争力的关键，考虑到组织职业生涯开发对形成和发展智力资本的重大意义，组织不遗余力的介入员工的职业生涯开发是否是顺理成章的事。但是，由于管理环境改变，和传统职业生涯开发实践比起来，在后企业时代组织需要持续的、不定的投入开发成本并面临极大的系统风险，因此它们并没有如理论上的如此投入。就职业生涯开发来说，组织面临着一个进退维谷的尴尬境地，组织职业生涯开发也经历着一个理论和实践上的鸿沟。 本文首先从职业生涯开发的视角来界定后企业时代，在这个界定的基础上，论证后企业时代智力资本及其运作效果是组织核心竞争力的关键因素。然后综述智力资本的内容，培育、维持及开发。职业生涯开发本身既是智力资本开发的重要组成部分，还是培育、维持和提升智力资本的重要方式和手段。组织职业生涯开发是组织在后企业时代的一个主动的选择和客观现实的要求。而传统的职业生涯开发理论和实践在后企业时代都显得不适应，主要是因为管理环境的变化。本文将分析与组织职业生涯开发相关的管理环境的变化，然后指出后企业时代组织职业生涯开发的悖论。文章从四个纬度分析了产生此悖论的深层次原因：社会学中人们对自由的价值取向；微观经济学的最大化分析，包括组织的最大化和个体的最大化；组织和个体间的博弈分析；人力资源管理视角的心理契约分析。这几个纬度都是隐匿于一般分析的底层，可能不是直接的原因但却是此悖论产生的机理。只有理解了机理，我们才能够“治本而不是治标”。 社会发展的终结目标是人的全面发展，而全面发展的核心是自由。自由意味着扩大选择的边界，职业生涯本身是一种选择，无论对组织还是个体。经济学的最大化原理是分析许多问题的出发点，在职业生涯开发上，组织和个体都假设是理性的，虽然他们可能表现得不够理性，但非其本意。正因其理性和最大化动机，导致了后企业时代组织和个体之间在职业生涯开发问题_仁的一个博弈。博弈的结果是一个纳什均衡，当然这不是一个最优的均衡，因为不具备最优均衡的条件。如果从人力资源的视角，悖论产生的根源应追溯到心理契约，本文将对以上四个纬度做较为详细的分析。 最后，文章提出了一个组织职业生涯开发的系统创新模型。构建了一个后企业时代组织职业生涯开发的框架体系。职业生涯开发活动在社会这个大环境中进行，涉及到个体和组织两个利益相关者，本文从组织的职业生涯开发、自主职业生涯开发和社会资本与职业生涯开发三个层次来分析该系统框架。不管产生此悖论的深层次原因是什么，问题的关键在于找到解决和消解此悖论的措施和对策。此框架或许会对此悖论的消解起到思想上的一些启发作用!更多还原

【Abstract】 In the Post-corporate Age, because of the relative rapid and easy spread and replication of the technology, capital and idea, to acquire and exert Intellectual Capital properly has become the prerequisite for a company to obtain sustainable competitive advantage. Although it doesn’t emerge so long and be an important part of human resource development, for it’s special function to organization, organizational career development (OCD) has formed it’s own system to some extent. It not only develops human resource of one company , more important it has systematic effect on the whole Intellectual Capital system. Through the systematic effects on Intellectual Capital, OCD has become a crucial way and measure for certain company to gain competitive advantage and build core competency.However, such managerial environmental changes as globalization, high-tech, organizational restructure, people’s life style and value view and so on make the traditional career developmental theory and practice face new problems and challenges, which were once resultful. OCD is confronted with such a paradox: in the Post-corporate Age, the acquirement, development and utilization of Intellectual Capital is a crucial factor to cultivate the company’s core competency. Taking into account the significance of OCD in the form and development process of Intellectual Capital, It seems obviously for the organization to try it’s best to intervene the employee’s career development. But, for the changing managerial environment, compared with traditional career development practice, organizations need continuously and variably invest more developmental cost and face more systematic risk in the Post-corporate Age, organization doesn’t invest as much as in the theory. As far as the employee’s career development is concerned, organization is confronted with a dilemma and career development also experiences a giant gap between theory and practice.This article will firstly define the Post-corporate Age from the career development point of view. Based on this definition, this article analyze the content of Intellectual Capital and it’s operative result is the core factor to a company’s developmental prospect in the Post-corporate Age. Then summarize the content, cultivation, maintenance and development of OCD.OCD itself is an important part of Intellectual Capital and still one measure of cultivating, maintaining and developing IC.So OCD is an active choice and arequirement of objective reality. The traditional OCD theory and practice is not adaptive in the Post-corporate Age, for the managerial environment is changing. This article will analyze the change of OCD managerial environment, and then advance the paradox of OCD of the Post-corporate Age. We will analyze the deeply reasons of the paradox from four perspectives: people’s value tropism to freedom of sociology economic maximum principle to individual unit as organization or individual , game theory and psychological contract point of view from HR These perspectives hide in the bottom of general analysis, maybe they are not the direct reasons but genuine mechanism. Only we know the mechanism can we solve the paradox completely.The terminative goal of social development is the human’s comprehensive development whose core notion is the aspiration of freedom. Freedom means enlarge the boundary of choice, including caree Furthermore, economic maximum principle to individual unit is always the start point to analyze many problems. On the issue of career development, both individual and organization are rational and make decision based on the maximum principle, if they are not rational; it is not their own intention. For this fact, it comes into being a game relation between individual and organization. The outcome of the game is a Nash Equilibrium; of course it is not the most optimal Nash Equilibrium without the necessary terms. If we look the problem from the perspective of human resource management, the paradox is originated from the change of psychological contract. This article will analyze in更多还原