企业员工感知可雇佣性及其影响后果研究述评  

A Review of the Researches on Perceived Employability of Enterprise Employees and Its Influence and Outcome

作　　者：胡三嫚[1] 刘明前[2] HU San-man;LIU Ming-qian(Business Administration School,Huaqiao University,Quanzhou 362021,Fujian,China;School of Economics and Finance,Huaqiao University,Quanzhou 362021,Fujian,China)

机构地区：[1]华侨大学工商管理学院,福建泉州362021 [2]华侨大学经济与金融学院,福建泉州362021

出　　处：《重庆工商大学学报（社会科学版）》2021年第5期72-81,共10页Journal of Chongqing Technology and Business University：Social Science Edition

基　　金：福建省社科规划一般项目(FJ2018B036)“共享责任观视角下企业员工感知可雇佣性的形成与影响机制研究”。

摘　　要：感知可雇佣性是个人对获得和维持(当前或者未来)雇佣可能性的主观感知,它逐渐成为一种帮助员工适应不确定职场环境的重要个人资源。从企业角度而言,高可雇佣性感知或许会激发员工高的工作流动,从而让企业陷入培训开发等成本付诸东流的风险。本文首先对感知可雇佣性的内涵、结构与测量进行回顾,再从职业生涯管理、职业健康心理、组织行为等角度系统梳理感知可雇佣性的影响效应与影响机制,从而一定程度上有助于厘清感知可雇佣性对个人和企业带来差异化影响后果的内在原因。Perceived employability,defined as the individual perceived possibility of obtaining and maintaining one’s(current or future)employment,is an important personal resource that allows individuals to adapt to the increasingly uncertain workplace.From an enterprise point of view,however,high employability perception may stimulate high employee mobility,putting companies at risk of losing costs such as training and development.This paper systematically reviews the connotation,structure and measurement of the perceived employability,then studies the consequences of perceived employability and its inner mechanism from the perspectives of career management,occupational health psychology,and organizational behavior.To a certain extent,it helps us to clarify the differentiated effect and its internal mechanism of perceived employability on individuals and enterprises.

关 键 词：感知可雇佣性 工作不安全感 个人资源 离职意向 

分 类 号：F272.92[经济管理—企业管理]