) 西南财经大学工商管理学院, 成都 611130
收稿日期:2017-05-15出版日期:2018-08-15发布日期:2018-07-02通讯作者:杨付E-mail:yfu@swufe.edu.cn基金资助:国家自然科学基金青年科学基金项目(71502141);教育部人文社会科学研究规划基金项目(16YJA630069)Career success: Antecedents and mechanisms
WANG Ting, YANG Fu() School of Business Administration, Southwestern University of Finance and Economics, Chengdu 611130, China
Received:2017-05-15Online:2018-08-15Published:2018-07-02Contact:YANG Fu E-mail:yfu@swufe.edu.cn摘要/Abstract
摘要： 职业成功(career success)作为职业生涯研究领域的一个前沿主题, 受到了理论界和实务界的广泛关注。研究主要从职业成功的概念、测量、影响因素、实施效果与作用机制等方面, 对国内外相关研究进行了系统梳理与探讨。未来研究应关注无边界职业生涯时代职业成功、开发中国组织情境下职业成功的概念和测量、基于特质激发理论视角分析职业成功的诱因、基于职业成功观分析职业成功的实施效果、探讨中国本土文化的权变作用。
图/表 3
表1传统职业生涯与无边界职业生涯的区别
| 维度 | 传统职业生涯 | 无边界职业生涯 |
|---|---|---|
| 雇佣关系 | 以工作安全 换取忠诚 | 以可雇佣换取 绩效和灵活性 |
| 心理契约 | 关系型 | 交易型 |
| 职业生涯边界 | 一个或两个组织 | 多个组织 |
| 知识技能 | 与公司相关 | 可迁移性 |
| 职业发展阶段 | 与年龄相关 | 与学习相关 |
| 培训 | 正式培训 | 在职培训 |
| 职业生涯 发展方式 | 直线型 | 跨边界、短暂 型、螺旋型 |
| 职业生涯 管理责任 | 组织承担 | 个人承担 |
表1传统职业生涯与无边界职业生涯的区别
| 维度 | 传统职业生涯 | 无边界职业生涯 |
|---|---|---|
| 雇佣关系 | 以工作安全 换取忠诚 | 以可雇佣换取 绩效和灵活性 |
| 心理契约 | 关系型 | 交易型 |
| 职业生涯边界 | 一个或两个组织 | 多个组织 |
| 知识技能 | 与公司相关 | 可迁移性 |
| 职业发展阶段 | 与年龄相关 | 与学习相关 |
| 培训 | 正式培训 | 在职培训 |
| 职业生涯 发展方式 | 直线型 | 跨边界、短暂 型、螺旋型 |
| 职业生涯 管理责任 | 组织承担 | 个人承担 |
表2职业成功的测量指标
| 职业成功 | 传统职业生涯 | 无边界职业生涯 |
|---|---|---|
| 客观职业成功 | 晋升次数、管理层级、工资( 工资增长( | 个人市场竞争力( 就业能力等级( 声誉、社交网络与友谊、幸福与健康( 工作-生活冲突( |
| 主观职业成功 | 工作满意度( 职业满意度( | 学习新东西的机会( 心理上的成功( 绩效、提升、自我发展、创造力、安全感、满意度、认同、合作和贡献( 内在满足感、外在补偿和工作-生活平衡( 自治性、成长发展、影响、有意义的工作、个人生活、反馈(recognition)和满意度( 家庭和谐、组织和谐、国家和谐、身心平衡和个人发展及自由( |
表2职业成功的测量指标
| 职业成功 | 传统职业生涯 | 无边界职业生涯 |
|---|---|---|
| 客观职业成功 | 晋升次数、管理层级、工资( 工资增长( | 个人市场竞争力( 就业能力等级( 声誉、社交网络与友谊、幸福与健康( 工作-生活冲突( |
| 主观职业成功 | 工作满意度( 职业满意度( | 学习新东西的机会( 心理上的成功( 绩效、提升、自我发展、创造力、安全感、满意度、认同、合作和贡献( 内在满足感、外在补偿和工作-生活平衡( 自治性、成长发展、影响、有意义的工作、个人生活、反馈(recognition)和满意度( 家庭和谐、组织和谐、国家和谐、身心平衡和个人发展及自由( |
图1职业成功实证研究的整合模型注：作者根据相关资料整理所得
图1职业成功实证研究的整合模型注：作者根据相关资料整理所得参考文献 95
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