无边界职业生涯时代研发人员的就业能力  

Employment Abilities of R&D Workers in Period of Boundaryless Career

作　　者：黄海艳[1] 李乾文[1] 

机构地区：[1]南京审计学院管理学院,南京211815

出　　处：《科技与经济》2011年第1期85-89,共5页Science & Technology and Economy

基　　金：国家自然科学基金项目--"基于双元能力构建的公司创业导向与组织绩效转化路径研究"(项目编号:70972145项目负责人:李乾文)成果之一;教育部人文社会科学研究项目--"基于创业导向战略的私营企业SHRM匹配与绩效关系研究"(项目编号:08JC630046项目负责人:李乾文)成果之一

摘　　要：无边界职业生涯时代雇主与雇员之间的心理契约由雇员以对雇主的忠诚度换取长期或终身就业保障的心理契约,转变为雇员以工作绩效换取可持续的就业能力为核心的心理契约。在文献梳理与分析的基础上,提出研发人员在无边界职业生涯时代的就业能力的构想因素模型,初步构想包括9个指标。通过探索性因子分析和信度检验,健康的体能这一指标被剔除,其他8个指标依均分高低分别为:环境适应能力、意志力、创新能力、专业技能、团队合作能力、学习能力、自我意识与沟通能力。With the coming of boundaryless career period, the psychological contract of employees with employers has transferred from a psychological contract of long-term or lifelong employment security obtained with loyalty to one that focuses on sustainable employment abilities obtained with work performance. Based on literature review and analysis, the paper proposed the factor structure of employment abilities for R＆D workers in the era of boundaryless career, including nine indicators in the primary concept： environmental adaptability, determination, innovation, professional skills, teamwork ability, learning ability, self-awareness and communication skills and physical health. Through exploratory factor analysis and reliability test, the indicator of physical health was deleted.

关 键 词：就业能力 心理契约 无边界职业生涯 研发人员 

分 类 号：F272.92[经济管理—企业管理]