社会转型期资深员工主动边缘化的表现及抑制之道  

On the Performance of Personal Marginalization of Senior Employees in the Social Transformation Period And Measures

作　　者：曾博[1] ZENG Bo(Zhoukou Vocational and Technical College,Zhoukou,466000 China)

机构地区：[1]周口职业技术学院,河南周口466000

出　　处：《新疆职业教育研究》2021年第4期45-48,共4页Vocational Education Research in Xinjiang

基　　金：2019年度河南省高等教育教学改革研究与实践项目(就业和创新创业教育)“高职院校创新创业教育与专业教育、思想政治教育融合路径研究与实践”(项目编号:2019SJGLX621);周口职业技术学院2020年教育教学改革项目“新时代高职院校形势与政策课程教学改革的研究与实践”(项目编号:zyjgyb05)。

摘　　要：当今中国正处于典型的社会转型时期,单位管理面临的"疑难杂症"日益凸显,尤其是资深员工主动与组织不契合、偏离组织核心、退出主流群体而边缘化,成为人际关系的"孤独者"、组织活动的"旁观者"、安于现状的"不求上进者"和有离职意向的"跳槽者",对资深员工个人和组织都产生不可避免的负面影响。对此,应从组织、员工和社会等方面多渠道采取抑制之道,才能有效防止资深员工主动边缘化及其负面影响,从而提高组织运转的有效性。The paper holds that there appear many problems in some enterprises,industries and working units in China recently in the typical period of social transformation. Some senior staff tend to deviate from the mainstream group and core organization by personal marginization and become the"loners"in interpersonal relationship,the"bystanders"in staff activities,the inactive"laggards"and the"job-hoppers",which makes a negative impact on employee individuals and the organizations. Based on investigation,the paper proposes that measures should be taken to prevent the personal marginalization of senior employees by organizations,employees and society so as to improve the effectiveness of the organization operation.

关 键 词：转型期 资深员工 主动边缘化 

分 类 号：C916[经济管理]