组织职业生涯管理与管理者的职业弹性关系研究

随着国内就业、工作压力的增大,一个新的概念“职业弹性”日渐受到国内学者的关注.职业弹性是指个体灵活适应工作环境变化,成功克服职业生涯阻碍的一种能力.国内学者呼吁培养员工的职业弹性,但以往的研究往往只关注个体因素对职业弹性的影响,组织的因素受到忽视.文章试图探讨组织方面的影响因素并为组织的培训提供可能的方向.文章以国有企业中的265位管理者为研究样本,通过问卷调查考察了组织进行的职业生涯管理活动对管理者的职业弹性的影响.研究采用层级回归的方法对调查数据进行统计分析,结果表明：在控制了人口统计学变量的影响后,组织所开展的组织职业生涯管理活动对管理者的职业弹性影响显著.

A study on the Relationship Between Organizational Career Management and Managers＇ Career Resilience

With the work stress and the pressure of employment rocketing in China, a new concept of ＇ career resilience＇ is gradually paid attention by domestic scholars. Career resilience refers to a kind of ability which can enable the individual to adapt to the changing work environment, or to transcend the career barriers. Al- though domestic scholars advocate career resilient labor force, prior research merely focused on the individual factors, with the organizational factors being neglected. This paper aims to explore career resilience＇ s organi- zational antecedents so as to provide organizations a direction for enhance their employee＇ s career resilience. In this study, the effect of organizational career management on career resilience was examined through a sur- vey on 265 managers in state - owned enterprises. Using hierarchical regression analysis, the results indicated that organizational career management has a significant influence on career resilience after controlling the effect of demographic variables.