职业成熟度、工作价值观与工作适应状况之间的关系

A Study on the Relationship Between Career Maturity,Work Value and Adaption Status

目的:探讨新入职大学生的职业成熟度、工作价值观对入职初期工作适应状况及长期工作绩效的预测作用。方法:采用纵向研究方法,测量某大型外资企业新入职大学生的职业成熟度、工作价值观,三个月后测量其工作满意度、离职意愿、角色冲突、角色模糊等工作适应状况,同时收取工作绩效数据,一年后再次收取工作绩效数据。结果:①职业成熟度部分维度及工作价值观部分维度可以显著预测新入职大学生的工作满意度、角色模糊、角色冲突、离职意愿等工作适应状况;②工作价值观中声望地位维度、入职三个月后的工作绩效、角色模糊可以显著预测一年后的工作绩效。结论:工作价值观与职业成熟度能够有效预测新入职大学生的工作适应状况和工作绩效,对长期工作结果的影响仍需进一步的追踪研究。

Objective： To explore the relation among new graduates＇ career maturity, work value,adaptation status and work performance. Methods： Chinese Student Career Maturity Inventory and Work Value Inventory for College Students were used to test 257 new employees＇ career maturity and work value. Job Satisfaction, Role Ambiguity, Role Conflict and Turnover Intention Scales were administered to the employees 3 months later to assess the adaptation status. Their job performance data were collected at the same time with adaptation status, and were collected again after 1 year. Results： ① Sub-factors of career maturity and work value can predict adaptation status, including job satisfaciotn, turnover intention, role ambiguity and role conflict; ②Work value dimension of Reputation, performance after 3 months of joining the company, role ambiguity can significantly predict performance after one year. Conclusion： Newly graduated employees＇ work value, career maturity can be predicted by adaptation status and job performance. Further follow-up studies are need for the influence of long-term work.