组织职业生涯管理与员工职业成长:基于匹配理论的研究被引量：43

Organizational Career Management and Career Growth:A Study from the Perspective of Fit Theory

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摘要本文借助人与环境匹配理论、组织支持理论和工作动机理论,阐明了组织职业生涯管理(职业指导、职业支持)通过P-O(人与组织的价值观)匹配和P-J(人与岗位的能力要求)匹配促进员工职业成长的机制。本研究采取三波次时跨一年的问卷调查,收集了364个有效研究样本。实证研究发现:职业指导和职业支持均对P-O匹配和P-J匹配具有显著正向影响;P-O匹配和P-J匹配对职业成长的三个维度(职业目标进展、职业能力发展、组织回报增长)均具有显著正向影响,且在职业生涯管理与职业成长的关系中起显著中介作用;在控制匹配的作用后,职业指导仍对职业目标进展有直接的正向影响,职业支持对职业能力发展、组织回报增长也具有直接的正向影响。 Based on P-E fit theory, organizational support theory and work motivation theory, this paper elaborates the role of organizational career management （career guidance and career support） in career growth through P-O （person-organization value） fit and P-J （person-job ability-demand） fit.It collects 364 valid samples through three-wave longitudinal survey over one year and arrives at empirical results as follows： firstly, both of career guid- ance and career support have significantly positive effects on P-O fit and P-J fit; secondly,P- O fit and P-J fit have significantly positive effects on three dimensions of career growth （ca- reer goal progress, professional ability development and the increase in organizational re- wards）, and play an obvious medium role in the relationship between career management and career growth; thirdly, after the control of the role of fit, career guidance still has direct posi- tive effects on career goal progress and career support also has direct positive effect on pro- fessional ability development and the increase in organizational rewards.

作者翁清雄卞泽娟

机构地区中国科学技术大学管理学院

出处《外国经济与管理》 CSSCI 北大核心 2015年第8期30-42,64,共14页 Foreign Economics & Management

基金国家自然科学基金优秀青年基金项目(71422014) 国家自然科学基金面上项目(71373251) 教育部博士学科点专项科研基金项目(20133402120015)

关键词职业生涯管理人与组织匹配人与岗位匹配职业成长 career management P-O fit P-J fit career growth

分类号 F270 [经济管理—企业管理]

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