【作者】 李杨；

【导师】 李崇梅；

【作者基本信息】 四川农业大学 ， 人力资源管理， 2023， 硕士

【摘要】 随着技术快速的发展和市场需求的不断变化,如今的职场环境变得越来越复杂和不稳定,员工职业生涯的发展面临着各种挑战,学术界也愈发关注员工职业发展。员工职业发展的影响因素众多,包括内部和外部因素,内部因素主要包括员工的学历、能力、人脉、职业规划等,外部因素主要包括市场的需求、组织的管理模式等。过往研究者大多从单一因素出发,较少关注内外两种因素如何共同影响员工职业发展。基于此,本篇文章从自我决定理论视角出发,以员工职业发展为因变量、关系型人力资源管理实践为自变量、基本胜任需求为中介变量、授权型领导为调节变量,探索具体的内部与外部因素如何影响员工职业发展。文章通过调查研究对研究假设进行了验证,主要采用线上分三阶段收集问卷,对在职员工进行问卷收集,经过数据筛选、匹配,最终收集有效问卷195份。本研究首先运用Mplus和SPSS进行验证性因子分析、相关分析;然后通过多元线性回归分析初步验证假设;最后通过结构方程模型进一步验证有调节的中介效应。结果表明:(1)关系型人力资源管理实践负向影响员工职业发展;(2)基本胜任需求在关系型人力资源管理实践影响员工职业发展起部分中介作用;(3)授权型领导正向调节基本胜任需求的中介效应,即与低授权水平相比,在高授权水平环境下,同等的基本胜任需求满足对员工职业发展的正向影响更大。本文的主要贡献有以下两个方面:理论方面,本研究基于自我决定理论,系统探索了关系型人力资源管理实践对于员工职业发展的影响及其作用路径,整合基本胜任需求(内部因素)、关系型人力资源管理实践(外部因素)、授权型领导(外部因素)三种因素在一个模型中,丰富了关系型人力资源管理实践领域的研究内容;现实方面,本研究为组织面对不同管理方式的冲突与融合提供了相关建议,管理者需要注意组织中不同管理方式的冲突与融合,采取与企业文化契合的管理方式;同时,从个体出发,为员工在关系型人力资源管理实践下如何实现职业发展提供建议,个体需要结合自身优势自我推销和建立关系,去获得更多的机会和资源。更多还原

【Abstract】 With the rapid development of technology and the constant change of market demand,today’s workplace environment is becoming more and more complex and unstable,and employees’ career development is facing various challenges,and the academic community is paying more attention to employees’ career development.There are many factors affecting employee career development,including internal and external factors.Internal factors mainly include employee’s education,ability,network,career planning,etc.,while external factors mainly include market demand and organizational management mode.In the past,researchers mostly started from a single factor,and paid less attention to how internal and external factors jointly affect employees’ career development.Based on this,from the perspective of self-determination theory,this paper explores how specific internal and external factors affect employee career development from the perspective of employee career development as dependent variable,guanxi human resource management practice as independent variable,basic competency needs as mediating variable,and empowering leadership as moderating variable.This paper verifies the research hypothesis through investigation and research,mainly collects questionnaires online in three stages,and collects questionnaires from 356 on-thejob employees.After data screening and matching,195 valid questionnaires are finally collected.Firstly,Mplus and SPSS were used for confirmatory factor analysis and correlation analysis.Then the hypothesis is verified by multiple linear regression analysis.Finally,the moderated mediating effect was further verified by structural equation model.The results show that:(1)Guanxi HRM practices negatively affect employees’ career development;(2)Basic competency need play a partial mediating role in the impact of guanxi human resource management practices on employee career development;(3)Empowering leadership positively moderates the mediating effect of basic competency needs,that is,in an environment with a high level of empowering,the satisfaction of the same basic competency needs has a greater positive impact on employees’ career development than that with a low level of delegation.The main contributions of this paper are as follows: Theoretically,based on the selfdetermination theory,this study systematically explores the impact of guanxi human resource management practices on employees’ career development and their action paths,and integrates three factors,namely basic competency need(internal factors),guanxi human resource management practices(external factors)and empowering leadership(external factors),into one model.It enriches the research content of guanxi human resource management practice.In reality,this study provides relevant suggestions for organizations to face the conflict and integration of different management styles.Managers should pay attention to the conflict and integration of different management styles in organizations and adopt management styles that are in line with corporate culture.At the same time,from the perspective of individuals,this paper provides suggestions for employees on how to achieve career development under the practice of relational human resource management.Individuals need to promote themselves and establish relationships based on their own advantages to obtain more opportunities and resources.更多还原