摘要
现代组织期望员工对其职业发展更加积极、主动、富有责任感,从而达到更高的职业生涯投入。近期在职业生涯管理领域涌现出一个新概念,即主动职业行为。现有研究主要集中于其概念界定、前因和结果变量几方面。对前因变量的梳理中发现个人因素(早期工作经历、主动性人格、未来工作自我、生涯适应力、希望)和情景因素(职业群体、民族文化、教练)能够预测主动职业行为。同时,它也与许多结果变量有着密切联系,如生涯成功、职业生涯投入和指导关系。针对现有研究的不足,对主动职业行为的未来研究方向进行较为全面的展望。
The modern organization expects its employees to become more proactive, more positive and more responsible thus achieving higher career engagement. Recently a new concept emerged in the field of career management and that are proactive career behaviors. The existing related research mostly focuses on its conceptual definition, predecessor and outcome variables. Through predecessor variables sorting, it is found that proactive career behaviors can be predicted by researching personal factors (such as the early career experiences, proactive personality, future work self, career adaptability and hope) and situational factors (such as occupational group, national culture, mentoring relationship and coaches). At the same time, it is also closely related to many outcome variables, such as career success, career engagement and mentoring relationship. Based on the shortcomings of the existing research, a comprehensive prospect of the future research direction of proactive career behaviors is given.
出处
《中国人力资源开发》
北大核心
2018年第2期129-140,共12页
Human Resources Development of China
基金
2017年度云南财经大学研究生创新基金项目(2017YUFEYC029)