个人-组织职业生涯管理契合:概念、结构和动态模型

Individual and Organizational Career Management Fit:Concept,Structure and Dynamics Model

易变性和无边界职业生涯改变了个人和组织的职业生涯管理观念和策略,加剧了个人与组织职业生涯管理的矛盾与冲突。本文基于个人-组织契合理论,借鉴国内外相关研究成果,提出个人-组织职业生涯管理契合概念并加以界定;确定了个人-组织职业生涯管理契合由个人职业生涯观念和职业发展策略、组织社会化和职业生涯管理策略四个维度构成;运用Super的职业发展阶段理论,结合职业形成期、探索期、创立期、维持期和衰退期个人-组织职业生涯管理契合的动态变化过程,构建了个人-组织职业生涯管理动态契合模型;根据不同职业发展阶段个人-组织职业生涯观念、职业发展策略的变化及其各维度之间的相互作用和影响等,提出了7个命题。

The protean and boundless career changes the concepts and strategies of individual and organizational career management. In the meantime,it exacerbates the contradictions and conflicts of individual and organizational career management. By learning from the relevant research results at home and abroad,firstly,we come up with the concept of individual and organizational career management fit based on the person-organization fit theory. Then we identify the four dimensions of the fit including individual career concepts,individual career development strategies,organizational socialization and organizational career management strategies. Combining the career development stages theory of Super,we also study the dynamic changes of individual and organizational career management in growth,exploration,establishment,maintenance and disengagement stages,and construct a dynamic fit model of individual and organizational career management. Finally,we propose seven propositions according to the changes and interacting of both individual and organizational career concepts and development strategies in different career stages,and the interaction of these dimensions as well.