易变性职业生涯路径研究
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摘要
经济全球化使许多组织进行组织结构的大变革以应对全球市场高度竞争带来的挑战。一方面在组织内按等级序列升迁的竞争空前激烈,另一方面由于科技进步产生了新的、无法预测的各种工作选择。人们的职业生涯随着时间,根据环境随时进行调整变化,而不像过去是按比较固定的线路和方向发展。这些变化使得员工的职业生涯在职业成功的标准、心理契约、职业流动模式、职业生涯管理责任方面都有了完全不同的改变。美国学者Hall用“易变性”来描述这种职业生涯并致力于该领域的研究。传统的组织职业生涯理论已不适用新的职业现象,国外关于易变性职业生涯的研究不断涌现。
本研究着重回答以下几个问题。当传统职业生涯向易变性职业生涯转变,中国的员工的职业态度是否在改变?当经典的职业生涯理论不再有效解释职业生涯现象,传统职业路径表征方式不适合反映易变性职业路径的特征,易变性职业路径如何表征其规律；当个体的职业生涯不断随着环境改变时,职业生涯路径依赖是否存在?其机理又是什么?当外力作用产生路径替代,在易变性职业生涯中,这些外力是什么?这些问题构成了本文的研究主线。本研究以易变性职业生涯的现状研究为前提,以易变性职业生涯的路径描述为基础,以易变性职业生涯的路径依赖研究为重点,并探索性研究职业生涯的路径替代原因及条件。
基于上述分析,本文按以下内容展开：
(1)易变性职业生涯的现状研究
本研究首先对国外职业发展模式从传统到易变性的演变进行梳理总结,提出易变性职业生涯出现机理。其次在理论分析我国易变性职业生涯产生的背景及其宏观条件的基础上,通过实证和案例对比分析易变性职业态度,以检验假设。
(2)易变性职业生涯路径的描述与表征
本研究对传统职业生涯路径描述的相关研究进行梳理,结合易变性职业生涯的特点,归纳凝炼了易变性职业生涯路径的描述和表征,并进一步通过实证方法探索易变性职业生涯路径规律的定量描述。该定量描述是基于职业生涯发展混沌理论,将易变性职业生涯看成随机过程,运用马尔可夫链模型,选取营销资深人员的职业生涯路径为研究样本,建立易变性职业生涯转移模型。
(3)易变性职业生涯的路径依赖研究
本研究把路径依赖理论引入职业生涯领域,重点探索职业生涯路径依赖的适用性及其机理,在建立描述性模型的基础上建立框架模型。路径依赖理论不否认路径替代现象的出现,本研究通过对样本的质性分析,探索性研究职业生涯路径替代的原因、条件和个人努力,构建路径替代外力模型。
通过对上述内容的详细研究,本文得出以下结论：
(1)中国已经具备了易变性职业生涯产生的背景环境,传统的职业生涯态度已经改变,易变性职业生涯已经产生。易变性职业生涯产生的机理是个体对环境改变的适应性反映。由于个体所身处的环境明显差别,易变性职业生涯与传统职业生涯的某些特征可以是交叠的。
(2)易变性职业生涯路径较为复杂,我们可以用轨迹客观描述其表象规律,也可从能力发展的角度表述职业生涯路径,还可以将其作为一个复杂体,借鉴混沌理论来描述。
职业转移模型较好描述易变性职业转移的多样性和复杂性。通过实证检验其对样本特征的解释性较好。
(3)理论推理和实证检验显示路径依赖理论适合应用于解释易变性职业生涯的规律。职业生涯路径依赖定义为：职业生涯发展的路径很大程度取决于职业生涯的首个工作,一旦开始职业生涯,职业生涯路径便呈现前后连贯、相互依赖的特征。职业生涯路径依赖的机理可以表述为：递增收益、不完全的劳动力市场和初始工作的局限性导致路径依赖,进一步讨论,职业生涯路径依赖是追求个人利益的行为结果。数据分析结果显示路径依赖的比例显著大于非路径依赖的比例,实证支持职业生涯路径依赖的存在。
(4)职业生涯路径依赖分为三种类型：组织依赖、行业依赖和职业依赖。此外把不属于这三类依赖的职业生涯路径定义为路径替代。在易变性职业生涯中,从整体上职业依赖大于行业依赖且大于组织依赖。三类路径依赖不完全相互孤立,具有交集：职业依赖与组织依赖相互独立；组织依赖包含行业依赖；职业依赖和行业依赖因伴随出现而具有相关关系。
(5)路径替代外力模型由离职原因、具备条件和个人努力组成。路径替代的离职原因也可分为主观和客观两大类：主观原因包括职业规划、工作、收入和工作环境；客观原因包括组织原因、忠告鼓励、机会和宏观因素。路径替代具备条件可分为内部条件和外部条件两大类,内部条件包括：相关经验积累、相关知识积累、元能力和个人特质。外部条件包括：职位空缺、人际网络、机遇和资金。个人努力分为长期努力和短期努力两大类。长期努力包括：筹集资金、非正式学习、正式学习、积累人脉和提高能力。短期努力包括调查市场、面试表现、计划、休整准备和主动寻找机会。
本研究的创新点包括以下几个方面：
(1)对易变性职业生涯产生的机理进行探索研究及本土化验证,同时对国外易变性职业倾向量表在中国的运用进行修正,把易变性职业态度细分为四个维度。这是对易变性职业生涯理论的有益补充。
(2)解决了职业生涯路径依赖定量描述的难题,对依赖的界定方法具有客观性和可重复性,为职业生涯路径依赖的表述和分析打下基础。
研究建立职业生涯路径依赖理论的描述性模型,并进一步运用专属人力资本理论对职业生涯路径依赖进行分类及梳理其相互关系建立框架模型,还构建了职业生涯路径替代外力模型。这些探索性理论模型填补了职业生涯路径依赖领域的空白。
(3)研究运用随机过程模型,构建定量的职业转移发展模型和职业转移来源模型。特别是职业转移来源模型,追溯职业生涯历史,运用列矩阵来表述来源概率,通过马尔可夫逆运算求得均衡,在定量反映易变性职业生涯路径特征方面属于创新。
Economic globalization brings about intensive competition in the global market. As a result, organizational structure is changed. While the competition of promotion within the organization is intensive, more unpredictable new jobs arise with the advancement in science and technology. Career path is shaped more according to the environment over time than development along with the fixed line and direction. As a result, the standard of career success, the psychological contract, the career mobility patterns and the career management responsibilities are completely changed. Hall used "protean career" to describe this new career and commitment to the study of the field. While classical organizational career theories do not apply to the new phenomenon of career, overseas study on the protean career is emerging.
In this dissertation, the following questions were tried to be explored. When the traditional career shift to protean career, have the career attitudes of the employees in China changed? When the classic career theory is no longer valid to explain the phenomenon of career, the characterization of traditional career path is not reflect the characteristics of protean career path, what kind of characterization is suitable for protean career? When the individual's career changes with the environment, does the career path dependence exist? What is the mechanism of career path dependence? When the external force generated path independence of protean career, what are these forces? These issues constitute the main line of the study. Our study focus on protean career path dependence, explores the causes, conditions and individual efforts of career path independence, is based on characterization of protean career, and studies of the present situation of protean career as a prerequisite.
Based on the above analysis, the main research contents were as follows:
(1) Study on present situation of protean career.
At first, the generation mechanism of protean career was proposed after combing the developmental course of shift from traditional to protean career. We then theoretically analyzed the generation background and macro environment of protean career in China. Through empirical and case study, comparative analysis of the protean career attitudes was used to test hypothesis.
(2) Description and characterization of protean career path
Based on its characteristics, the description and characterization of protean career were summarized concisely though combing traditional career path characterization. Furthermore, a quantitative characterization of protean career was explored by empirical study. Based on stochastic theory, the mathematical patterns were set up to revealing protean career transformation law. Tracking randomness of the protean career by using the Markov chain, the protean career mobility model was set up by giving marketing seniority as the application of the model.
(3) Research on protean career path dependence
Focusing on exploring the applicability and Mechanism of career path dependence, path dependence theory was introduced into the field of career. A framework model was set, based on a descriptive model. As path dependency theory did not exclude the phenomenon of path independence, the causes, conditions and individual efforts of career path independence were explored to build the external force model of path independence by qualitative analysis.
Conclusions were drawn as follows:
(1) With the environmental background which was fit for protean career, traditional career attitude has changed and protean career is arising in China. The generation mechanism was the individual adaptive response to environmental change. Since significant differences of their environment due to the different national, industry, job, geographical area of individuals, some characteristics of the traditional career and protean career were overlap.
(2) Protean career path is complicated. Protean career can be characterized by track diagram, it can also be described from the aspect of ability development. Moreover, as a complex system, it can be described by using chaos theory.
The protean career mobility model described the variability and complexity of protean career, and reflected the relationship of related jobs better. Empirical study showed that the protean career mobility model explained the characteristics of the sample.
(3) Theoretical reasoning and empirical tests show the path dependency theory suitable for the interpretation of the career characteristic. Career path dependence was defined as:career development path largely depended on the first job, once you started a career, career path will be rendered coherent, interdependent characteristics. The career path dependent mechanism can be expressed as follows:increasing returns, imperfect labor market and the limitations of the initial job lead to path dependence. Finally, the career path dependence is the result of the pursuit of Individual interests. Empirical studies support career path dependence. The results showed that the proportion of path dependence was significantly higher than the proportion of path independence.
(4) Career path dependence can be divided into three categories:organization dependence, industry dependence and vocation dependence. The path which did not belong to these three categories defined as the path independence. The proportion of vocational dependence is higher than that of industry dependence, and the proportion of industry dependence is higher than that of organization dependence in protean career. These three categories were not completely isolated and had intersections:Occupational dependence was uncorrelated with organization dependence; organization dependence Includes industry dependence; Occupational dependence was correlated with industry dependence.
(5) External force framework model of career path independence is consists of three parts: the reason of demission; conditions and individual efforts. Reasons of demission can be divided into two categories:subjective reasons and objective reasons. Subjective reasons include career planning, work, income and work environment. Objective reasons include organizational reasons, advice and encourage, opportunities and macroeconomic. Conditions for path independence can be divided into two categories:internal and external. Internal conditions include relevant experience, knowledge, income, meta-competency and personal qualities. External conditions include job open, interpersonal networks, opportunities and funds. Individual efforts can be divided into long-term efforts and short-term efforts. Long-term efforts include fund-raising, informal learning, formal learning, accumulate contacts and increased capacity. Short-term efforts include marketing research, performance in the interview, planning, rest and prepare, looking for opportunities.
The innovative points of this dissertation were as follows.
(1) The generation mechanism of protean career was explored and tested by empirical research, at the same time, the questionnaire used to measure protean career orientation was tailored for Chinese. As a result, protean career orientation was subdivided into four dimensions. This was a useful complement to the protean career theory.
(2) Our research solved the problem of quantitative description of path dependence, and laid the foundation for the description and analysis of the career path dependence.
Descriptive model of protean career path dependence was set up after analyzing the applicability of the path dependence theory for career. In addition, based on classification of specialized human capital theory, the career path dependence was divided into three categories and their mutual relations were discussed.. Furthermore, external force model of protean career was set by qualitative study. Our study constructed a theoretical model of the career path dependence, which is a conceptual innovation in the field.
(3) Using stochastic theory, quantitative protean career mobility model was set up. Career Source model expressed the probability of sources by column matrix from the aspect of career source,then the matrix obtained balance by the inverse of the Markov which is methodology innovation to quantitatively reflecting characteristics of protean career.
本研究着重回答以下几个问题。当传统职业生涯向易变性职业生涯转变,中国的员工的职业态度是否在改变?当经典的职业生涯理论不再有效解释职业生涯现象,传统职业路径表征方式不适合反映易变性职业路径的特征,易变性职业路径如何表征其规律；当个体的职业生涯不断随着环境改变时,职业生涯路径依赖是否存在?其机理又是什么?当外力作用产生路径替代,在易变性职业生涯中,这些外力是什么?这些问题构成了本文的研究主线。本研究以易变性职业生涯的现状研究为前提,以易变性职业生涯的路径描述为基础,以易变性职业生涯的路径依赖研究为重点,并探索性研究职业生涯的路径替代原因及条件。
基于上述分析,本文按以下内容展开：
(1)易变性职业生涯的现状研究
本研究首先对国外职业发展模式从传统到易变性的演变进行梳理总结,提出易变性职业生涯出现机理。其次在理论分析我国易变性职业生涯产生的背景及其宏观条件的基础上,通过实证和案例对比分析易变性职业态度,以检验假设。
(2)易变性职业生涯路径的描述与表征
本研究对传统职业生涯路径描述的相关研究进行梳理,结合易变性职业生涯的特点,归纳凝炼了易变性职业生涯路径的描述和表征,并进一步通过实证方法探索易变性职业生涯路径规律的定量描述。该定量描述是基于职业生涯发展混沌理论,将易变性职业生涯看成随机过程,运用马尔可夫链模型,选取营销资深人员的职业生涯路径为研究样本,建立易变性职业生涯转移模型。
(3)易变性职业生涯的路径依赖研究
本研究把路径依赖理论引入职业生涯领域,重点探索职业生涯路径依赖的适用性及其机理,在建立描述性模型的基础上建立框架模型。路径依赖理论不否认路径替代现象的出现,本研究通过对样本的质性分析,探索性研究职业生涯路径替代的原因、条件和个人努力,构建路径替代外力模型。
通过对上述内容的详细研究,本文得出以下结论：
(1)中国已经具备了易变性职业生涯产生的背景环境,传统的职业生涯态度已经改变,易变性职业生涯已经产生。易变性职业生涯产生的机理是个体对环境改变的适应性反映。由于个体所身处的环境明显差别,易变性职业生涯与传统职业生涯的某些特征可以是交叠的。
(2)易变性职业生涯路径较为复杂,我们可以用轨迹客观描述其表象规律,也可从能力发展的角度表述职业生涯路径,还可以将其作为一个复杂体,借鉴混沌理论来描述。
职业转移模型较好描述易变性职业转移的多样性和复杂性。通过实证检验其对样本特征的解释性较好。
(3)理论推理和实证检验显示路径依赖理论适合应用于解释易变性职业生涯的规律。职业生涯路径依赖定义为：职业生涯发展的路径很大程度取决于职业生涯的首个工作,一旦开始职业生涯,职业生涯路径便呈现前后连贯、相互依赖的特征。职业生涯路径依赖的机理可以表述为：递增收益、不完全的劳动力市场和初始工作的局限性导致路径依赖,进一步讨论,职业生涯路径依赖是追求个人利益的行为结果。数据分析结果显示路径依赖的比例显著大于非路径依赖的比例,实证支持职业生涯路径依赖的存在。
(4)职业生涯路径依赖分为三种类型：组织依赖、行业依赖和职业依赖。此外把不属于这三类依赖的职业生涯路径定义为路径替代。在易变性职业生涯中,从整体上职业依赖大于行业依赖且大于组织依赖。三类路径依赖不完全相互孤立,具有交集：职业依赖与组织依赖相互独立；组织依赖包含行业依赖；职业依赖和行业依赖因伴随出现而具有相关关系。
(5)路径替代外力模型由离职原因、具备条件和个人努力组成。路径替代的离职原因也可分为主观和客观两大类：主观原因包括职业规划、工作、收入和工作环境；客观原因包括组织原因、忠告鼓励、机会和宏观因素。路径替代具备条件可分为内部条件和外部条件两大类,内部条件包括：相关经验积累、相关知识积累、元能力和个人特质。外部条件包括：职位空缺、人际网络、机遇和资金。个人努力分为长期努力和短期努力两大类。长期努力包括：筹集资金、非正式学习、正式学习、积累人脉和提高能力。短期努力包括调查市场、面试表现、计划、休整准备和主动寻找机会。
本研究的创新点包括以下几个方面：
(1)对易变性职业生涯产生的机理进行探索研究及本土化验证,同时对国外易变性职业倾向量表在中国的运用进行修正,把易变性职业态度细分为四个维度。这是对易变性职业生涯理论的有益补充。
(2)解决了职业生涯路径依赖定量描述的难题,对依赖的界定方法具有客观性和可重复性,为职业生涯路径依赖的表述和分析打下基础。
研究建立职业生涯路径依赖理论的描述性模型,并进一步运用专属人力资本理论对职业生涯路径依赖进行分类及梳理其相互关系建立框架模型,还构建了职业生涯路径替代外力模型。这些探索性理论模型填补了职业生涯路径依赖领域的空白。
(3)研究运用随机过程模型,构建定量的职业转移发展模型和职业转移来源模型。特别是职业转移来源模型,追溯职业生涯历史,运用列矩阵来表述来源概率,通过马尔可夫逆运算求得均衡,在定量反映易变性职业生涯路径特征方面属于创新。
Economic globalization brings about intensive competition in the global market. As a result, organizational structure is changed. While the competition of promotion within the organization is intensive, more unpredictable new jobs arise with the advancement in science and technology. Career path is shaped more according to the environment over time than development along with the fixed line and direction. As a result, the standard of career success, the psychological contract, the career mobility patterns and the career management responsibilities are completely changed. Hall used "protean career" to describe this new career and commitment to the study of the field. While classical organizational career theories do not apply to the new phenomenon of career, overseas study on the protean career is emerging.
In this dissertation, the following questions were tried to be explored. When the traditional career shift to protean career, have the career attitudes of the employees in China changed? When the classic career theory is no longer valid to explain the phenomenon of career, the characterization of traditional career path is not reflect the characteristics of protean career path, what kind of characterization is suitable for protean career? When the individual's career changes with the environment, does the career path dependence exist? What is the mechanism of career path dependence? When the external force generated path independence of protean career, what are these forces? These issues constitute the main line of the study. Our study focus on protean career path dependence, explores the causes, conditions and individual efforts of career path independence, is based on characterization of protean career, and studies of the present situation of protean career as a prerequisite.
Based on the above analysis, the main research contents were as follows:
(1) Study on present situation of protean career.
At first, the generation mechanism of protean career was proposed after combing the developmental course of shift from traditional to protean career. We then theoretically analyzed the generation background and macro environment of protean career in China. Through empirical and case study, comparative analysis of the protean career attitudes was used to test hypothesis.
(2) Description and characterization of protean career path
Based on its characteristics, the description and characterization of protean career were summarized concisely though combing traditional career path characterization. Furthermore, a quantitative characterization of protean career was explored by empirical study. Based on stochastic theory, the mathematical patterns were set up to revealing protean career transformation law. Tracking randomness of the protean career by using the Markov chain, the protean career mobility model was set up by giving marketing seniority as the application of the model.
(3) Research on protean career path dependence
Focusing on exploring the applicability and Mechanism of career path dependence, path dependence theory was introduced into the field of career. A framework model was set, based on a descriptive model. As path dependency theory did not exclude the phenomenon of path independence, the causes, conditions and individual efforts of career path independence were explored to build the external force model of path independence by qualitative analysis.
Conclusions were drawn as follows:
(1) With the environmental background which was fit for protean career, traditional career attitude has changed and protean career is arising in China. The generation mechanism was the individual adaptive response to environmental change. Since significant differences of their environment due to the different national, industry, job, geographical area of individuals, some characteristics of the traditional career and protean career were overlap.
(2) Protean career path is complicated. Protean career can be characterized by track diagram, it can also be described from the aspect of ability development. Moreover, as a complex system, it can be described by using chaos theory.
The protean career mobility model described the variability and complexity of protean career, and reflected the relationship of related jobs better. Empirical study showed that the protean career mobility model explained the characteristics of the sample.
(3) Theoretical reasoning and empirical tests show the path dependency theory suitable for the interpretation of the career characteristic. Career path dependence was defined as:career development path largely depended on the first job, once you started a career, career path will be rendered coherent, interdependent characteristics. The career path dependent mechanism can be expressed as follows:increasing returns, imperfect labor market and the limitations of the initial job lead to path dependence. Finally, the career path dependence is the result of the pursuit of Individual interests. Empirical studies support career path dependence. The results showed that the proportion of path dependence was significantly higher than the proportion of path independence.
(4) Career path dependence can be divided into three categories:organization dependence, industry dependence and vocation dependence. The path which did not belong to these three categories defined as the path independence. The proportion of vocational dependence is higher than that of industry dependence, and the proportion of industry dependence is higher than that of organization dependence in protean career. These three categories were not completely isolated and had intersections:Occupational dependence was uncorrelated with organization dependence; organization dependence Includes industry dependence; Occupational dependence was correlated with industry dependence.
(5) External force framework model of career path independence is consists of three parts: the reason of demission; conditions and individual efforts. Reasons of demission can be divided into two categories:subjective reasons and objective reasons. Subjective reasons include career planning, work, income and work environment. Objective reasons include organizational reasons, advice and encourage, opportunities and macroeconomic. Conditions for path independence can be divided into two categories:internal and external. Internal conditions include relevant experience, knowledge, income, meta-competency and personal qualities. External conditions include job open, interpersonal networks, opportunities and funds. Individual efforts can be divided into long-term efforts and short-term efforts. Long-term efforts include fund-raising, informal learning, formal learning, accumulate contacts and increased capacity. Short-term efforts include marketing research, performance in the interview, planning, rest and prepare, looking for opportunities.
The innovative points of this dissertation were as follows.
(1) The generation mechanism of protean career was explored and tested by empirical research, at the same time, the questionnaire used to measure protean career orientation was tailored for Chinese. As a result, protean career orientation was subdivided into four dimensions. This was a useful complement to the protean career theory.
(2) Our research solved the problem of quantitative description of path dependence, and laid the foundation for the description and analysis of the career path dependence.
Descriptive model of protean career path dependence was set up after analyzing the applicability of the path dependence theory for career. In addition, based on classification of specialized human capital theory, the career path dependence was divided into three categories and their mutual relations were discussed.. Furthermore, external force model of protean career was set by qualitative study. Our study constructed a theoretical model of the career path dependence, which is a conceptual innovation in the field.
(3) Using stochastic theory, quantitative protean career mobility model was set up. Career Source model expressed the probability of sources by column matrix from the aspect of career source,then the matrix obtained balance by the inverse of the Markov which is methodology innovation to quantitatively reflecting characteristics of protean career.
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