【作者】 李姗姗；

【导师】 金杨华；

【作者基本信息】 浙江工商大学 ， 企业管理， 2020， 硕士

【摘要】 随着经济全球化的激烈竞争和技术的快速变革,不少企业会通过采用裁员、降薪、外包、并购和关闭工厂等变革措施来降低企业成本、进行技术革新以及优化人岗匹配,从而达到提升企业竞争力和增加组织灵活性的目的。与此同时,这也给员工的生活和心理状态带来了根本性变化,员工持续性地感受到一种对工作资源和未来职业发展的威胁感和失控感,即“工作不安全感”。而工作不安全感会对员工工作投入、组织满意度等产生消极影响,促使员工产生不利于组织发展的行为,如产生离职倾向与工作倦怠等,这对企业的可持续发展造成了重大威胁。因此,如何减少员工的不安全感已成为企业不不得不面临的问题。现有文献往往侧重于研究人格特质、经济环境、雇佣形式等对工作不安全感的影响,查阅以往文献发现,组织实施的的人力资源实践活动对员工的工作不安全感产生了重要影响,因为对于员工来说,他们十分看重在企业的职业发展前景,组织实施的支持性举措会让员工对自己在企业内的发展前景有更清晰的认识,从而增强对未来工作的确定性和控制感,减少工作不安全感的产生。而组织职业生涯管理是组织为了留住优秀人才,开发员工潜力,帮助员工实现个人职业发展目标从而实现组织目标而实施的一系列人力资源管理实践活动,其紧紧围绕员工的个人发展而展开,是对员工的心理和个人发展产生影响的重要因素。同时,组织职业生涯管理最终是通过影响员工知觉而改变员工心理状态的,员工知觉也是组织职业生涯管理状况的真实写照,因此,本文从组织职业生涯管理的微观视角出发,研究其对工作不安全感产生的影响。但是,仅仅探讨组织职业生涯管理感知与工作不安全感之间的关系是不够的,还需要进一步研究二者之间的传导机制。从以往研究来看,组织职业生涯管理作为企业的人力资源实践活动,可以正向预测员工的职业成长和组织支持感。另外,高员工-组织价值观匹配度使员工更容易理解与支持组织实施的职业生涯管理措施,从而加速员工的职业成长与组织支持感的形成。因此,本文基于资源保存理论和个人-组织匹配理论,从对组织感知和自身发展两方面分别引入组织支持感和职业成长为中介变量,员工-组织价值匹配为调节变量,探讨员工感知到的组织职业生涯管理对工作不安全感的作用机制。首先,回顾组织职业生涯管理、职业成长、组织支持感、员工-组织价值观匹配和工作不安全感相关的国内外研究;其次,在以往研究的基础上建立理论模型,提出研究假设;再次,通过问卷调查的方式以309名员工为样本研究对象,运用SPSS20.0和AMOS21.0等统计软件进行数据处理与分析,检验提出的理论模型和研究假设;最后,对研究结果进行分析与讨论,提出本研究存在的不足和未来的研究方向。主要得出以下结论:(1)员工组织职业生涯管理感知负向影响工作不安全感;(2)员工组织职业生涯管理感知正向影响其职业成长和组织支持感;(3)职业成长和组织支持感在员工组织职业生涯管理感知与工作不安全感的关系中起到中介作用;(4)员工-组织价值观匹配正向调节了组织职业生涯管理感知与组织支持感、职业成长之间的关系,当员工-组织价值观匹配度较高时,组织职业生涯管理感知对职业成长、组织支持感之间的正向作用较强。此外,员工-组织价值观匹配调节了职业成长、组织支持感在组织职业生涯管理感知与工作不安全感关系中的中介作用。更多还原

【Abstract】 With the fierce competition in economic globalization and the rapid changes in technology,many companies reduced the cost of enterprises,carried out technological innovations,optimized the person-job fit,and adopted reform measures such as layoffs,pay cuts,outsourcing,mergers and acquisitions,and closure of factories,so as to improve their competitiveness and increase organizational flexibility.At the same time,it also brings essential changes to the nature of employees’ work and their personal lives.Employees constantly experience a sense of worry and powerlessness about the overall work and work resources as well as their future career development,which is called "job insecurity".The sense of job insecurity has a negative impact on employees’ work commitment and organizational satisfaction,and encourages employees to develop behaviors that are not conducive to organizational development,such as the tendency to leave and job burnout,which poses a major threat to the sustainable development of enterprises.Therefore,how to reduce employee’s insecurity has gradually become a problem that enterprises must face.Existing literature tends to focus on the impact of personality traits,economic environment,and employment patterns on job insecurity,Review of previous literatures,organizational human resource practice has important influence on employees’ job insecurity,because for employees,they attached much importance in the future development of the enterprise prospect,organize the implementation of supporting measures will let the employees themselves within the enterprise development prospects have a more clear understanding,to enhance the certainty and control for the future work,reduce the generation of job insecurity.And organizational career management is a series of human resource management practice in order to retain talent,develop the potential employees,help employees to achieve personal career development goals to achieve organizational goals,it closely around the personal development of employees,which is the impact on employees’ psychological and personal development of an important factor.At the same time,in the practice of enterprise management,organizational career management affects employees’ psychology and behavior by acting on employees’ perception,which is also the portrayal of organizational career management.Therefore,this paper studies the relationship between organizational career management and job insecurity from the micro perspective of organizational career management.However,it is not enough to understand the relationship between organizational career management perception and job insecurity.According to previous studies,organizational career management,as a human resource practice,can positively predict employees’ career growth and perceived organizational support.In addition,a high employeeorganizational value fit degree can make it easier for employees to understand and support the career management measures implemented by the organization,so as to accelerate employees’ career growth and the formation of organizational support.Based on conservation of resources theory and perceived organizational support theory,From the two aspects of organizational perception and self-development,organizational support and career growth were introduced as mediator and employee-organization value fit as moderater.Firstly,the literature on organizational career management,career growth,perceived organizational support,employee-organization value fit and job insecurity was reviewed.Secondly,the research model is established on the basis of predecessors,and the research hypotheses are put forward.Thirdly,309 samples of data were collected through questionnaire survey,and statistical software such as SPSS20.0 and AMOS21.0 were used for data analysis to verify the theoretical model and research hypotheses of this study.Finally,this paper discusses the results of this study,points out the shortcomings of this study and prospects for future research.This study mainly draws the following conclusions:(1)The employees’ organizational career management perception negatively affects the employees’ job insecurity;(2)The employees’ organizational career management perception positively affects employees’ career growth and perceived organizational support;(3)The employees’ career growth and perceived organizational support plays a mediate role in the relationship between perceived organizational career management and job insecurity;(4)Employee-organizational value fit positively adjusts the relationship between perceived organizational career management and career growth and perceived organizational support.When employee-organization value fit is high,the relationship between employees’ perceived organizational career management and career growth and perceived organizational support is stronger.Moreover,employee-organizational value fit moderates the mediate role of career growth and perceived organizational support in the relationship between perceived organizational career management and job insecurity.更多还原