东北国有林区转岗职工职业适应能力研究——基于伊春林区实证调查数据

Study on the Vocational Adaptability of Re-Employment Workers in Northeast State-Owned Forest Region: Based on the Empirical Data of Yichun Forest Region

在全面停伐背景下,基于伊春林区转岗职工职业适应能力的实证调查数据,使用因子分析和多元线性回归分析方法,建立东北国有林区转岗职工职业适应能力的回归模型,从而分析东北国有林区转岗职工"职业适应能力"的影响因素。通过模型结果可以看出:人口统计变量是影响转岗职工职业适应能力的重要因素,性别和岗位类型对伊春林区转岗职工职业适应能力影响最为显著;学习发展能力、工作沟通能力、组织融合能力和情绪调节能力对东北国有林区转岗职工职业适应能力都有正相关的影响;学习发展能力、工作沟通能力是东北国有林区转岗职工职业适应能力的主要影响因素。

⑴ Background——After stopping felling comprehensively,many plantations in state-owned forest farm were abolished and merged,then arose redundant staff. Solving the job problems of redundant workers is an important task for state owned forest areas reforming.⑵ Methods——The questionnaires were applied for investigating 268 re-employment workers,and the questionnaire object were selected by sampling survey method. Factor analysis and multiple linear regression analysis method were used to analyze the data of questionnaire, and the regression model of re-employment workers' vocational adaptability in Yichun forest region was established for analyzing the influence factors.⑶ Results——In the results of reliability and validity analysis and factor analysis,5 main factors were selected to show the vocational adaptability of re-employment workers in Yichun forest region. Further more,in the results of data statistic analysis by SPSS 19. 0,the demography characteristics were transformed into 7 demographic variables for further analysis. Then according the results of multiple regression model,the 8 independent variables were screened out from the 12 independent variables( included 5 main factors and 7 demographic variables). The 8 dependent variables were gender,learning ability of professional advances,the position type of re-employment,the communicating ability with job-related persons,the organizing ability of integrating,the ability of regulating emotions and the education level. All of the 8 dependent variables had significantly correlation with vocational adaptability of re-employment workers. For the final model,coefficient of correlation is 0. 778,coefficient of determination is 0. 593,and the standard error is 0. 429 72,so that the final model had the better fitting effect and regression effect. As the Sig value of the regression model is 0,so the final model of vocational adaptability of re-employment workers had the statistical significance. Through the Sig value,it implied that the coefficient of 8 dependent variables also had statistical significance. And the results of multiple linear regression analysis showed that there was no collinearity question in the final model.⑷ Conclusions and Discussion——The demographic variables are important influence factors for vocational adaptability of re-employment workers in Yichun forest region. Gender has a significant impact on vocational adaptability of re-employment workers. The results of data statistic analysis about the demography characteristics showed that the female re-employment workers are more capable than male re-employment workers if other conditions remain unchanged. Education is positively correlated with vocational adaptability of re-employment workers,vocational adaptability of re-employment workers with high degree of education is better than vocational adaptability of re-employment workers with low degree of education. The 4 variables which include ability of integrating into corporate,ability of communicating with job-related persons,ability of learning for professional advances and ability of regulating emotions are the main factors of vocational adaptability of re-employment workers in Yichun forest region. Re-employment workers of different entry time perform a significant difference on vocational adaptability,managers and expert are more capable than others. In order to enhance the vocational adaptability,the government and the enterprise organization should provide more professional knowledge,work skills training and learning environment for the re-employment workers. Enterprises need to organize actively employee activities for improving labor relationship management and strengthen the communications. Managers should pay attention to the psychological changes of re-employment workers. The enterprise organization should keep publicizing vigorously and carrying forward enterprise culture for improving the enterprise cohesion and sense of belonging of transfer employee.