| 陈松林,尚从永.新生代员工人力资本与职业适应能力的关系研究[J].安徽建筑大学学报,2019,27(): |
| 新生代员工人力资本与职业适应能力的关系研究 |
| Research on the relationship between human capital and career adaptability of new generation staff |
| 投稿时间：2018-09-30 修订日期：2018-11-02 |
| DOI： |
| 中文关键词: 新生代员工 人力资本 职业适应能力 职业 |
| 英文关键词: new generation staff human capital career adaptability career |
| 基金项目:安徽高校人文社会科学研究重点项目 (项目编号:SK2018A0545,SK2017A0555)；安徽省自然科学基金青年项目(项目编号:1808085QG229). |
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| 中文摘要: |
| 基于工作适应理论,选取18-34岁的新生代员工作为研究对象,研究人力资本对职业适应能力的影响。通过对193位新生代员工的实证研究,以及6位新生代员工的案例研究,结果发现:人力资本对职业适应能力有显著的正向影响,解释了职业适应能力66%的变异,组织融合能力34%的变异,工作沟通能力49%的变异,学习发展能力51%的变异,情绪调节能力53%的变异和职业转换能力61%的变异。另外,人力资本对职业适应能力5维度的影响不同：工作经验显著地影响5个维度且效力最大,教育水平显著地影响除组织融合能力外的其它4个维度,培训对5个维度都没有显著的影响。从企业招聘、配置和培训新生代员工三方面讨论了研究结论的启示。 |
| 英文摘要: |
| Based on the work adaptation theory, the new generation of employees aged 18-34 are selected as the research object to study the impact of human capital on career adaptability。Through empirical study of 193 new generation staff, and six new generation staff"s case study, the results show that human capital has significant positive influence on career adaptability, explains the variation of the career adaptability 66%, organization integration ability 34% of the variation, communication ability to work 49% of the variation and development of learning ability 51% of the variation, emotion regulation ability 53% of the variation and career change 61% of the variation。In addition, the impact of human capital on the 5 dimensions of career adaptability is different: Work experience has a significant impact on 5 dimensions and has the greatest effect. Education level has a significant impact on 4 dimensions except the organizational integration ability. Training has no significant impact on 5 dimensions.We discuss the inspiration of the conclusion from the three aspects of recruitment, allocation and training of the new generation of employees. |
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