员工自我职业生涯管理研究述评与展望  

A Review about Employees' Career Self-management and Prospects

作　　者：李云[1] 李锡元[2] 

机构地区：[1]湖北工业大学管理学院,湖北武汉430068 [2]武汉大学经济与管理学院,湖北武汉430072

出　　处：《技术经济与管理研究》2016年第1期54-58,共5页Journal of Technical Economics & Management

基　　金：国家自然科学基金青年项目(71302106);湖北工业大学博士科研启动基金项目(BSQD13054)

摘　　要：随着组织环境中的不确定性因素增加,"无边界职业生涯"理论与实践迅速发展,自我职业生涯管理逐渐成为职业生涯管理的重心并发展为职业生涯研究领域的重要课题。文章基于此现状,先从行为论、目标论和行为目标并重论三种不同的视角归纳了自我职业生涯管理的不同定义,然后分析了国内外学者关于自我职业生涯管理的结构划分,梳理了其三因子、四因子和五因子的纬度划分,归纳了自我职业生涯管理的不同测量方法,从组织等外部因素以及个体自身的因素两方面总结了员工自我职业生涯管理的影响因素与作用效果,最后在剖析自我职业生涯管理现有研究不足的基础上,提出未来的研究方向,即:完善自我职业生涯管理量表、加强与自我职业生涯管理相关的作用机理等方面的实证研究。The theory and practice of career management without boundary have improved quickly with the uncertain factors in organizational environment. Career Self-management has gradually become a core of career management to employees It＇s receiving more and more attention from many researchers and managers in firms. Also, Career Self-management has become an important issue in the research field of career management. Firstly, the concept of Career Self-management is analyzed from three different aspects, which are the behaviors, the goals and the attaching equal importance to behaviors and goals. Secondly, the structures and measurements of the Career Self-management are summed up based on foreign and domestic studies from the Latitude Division of third, fourth and fifth factors. Moreover, the influencing factors and the results about the Career Self-management are summarized in different ways from external reasons and individual reasons. In the end, the shortcomings of current research are pointed out with the directions in the future research. Perfecting the measurement of Career Self-management and enhancing the mechanism of management are future study.

关 键 词：职业生涯 职业探索 职业目标 职业策略 

分 类 号：F243[经济管理—劳动经济]