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1、首都经济贸易大学硕士学位论文 技术人员职业倾向与员工留任的关系：实证分析 I 摘摘 要要 知识经济时代的到来，加速了经济的全球化和科学技术的发展，人力资源正在成为最为重要的资源。在我国，近年来经济增长迅猛，国家提倡科技是第一生产力，我国正逐渐从“中国制造”转变为“中国创造”的知识经济强国。在这个过程中，技术人员无疑发挥着举足轻重的作用。 技术人员属于典型的知识型员工， 具有较高的理论知识、丰富的实践经验，具备较高的创新能力。在我国市场经济中，技术人员是企业长期发展的中坚力量，决定了企业的核心竞争力。正因为如此，如今在企业人力资源管理工作中，如何保留技术人员，吸引人才，并激励其发挥最大价值是一项
2、重点而紧迫的工作。 近年来，技术人员流动率持续高位，而这种核心人才的流失无疑增加了人力资源的重置成本，更为重要的是带走了企业的核心技术资源。因此，技术人员的留任问题越来越受到企业的关注。 技术人员作为知识型工作者， 他们看重的不只是岗位的升迁，头衔的上升以及薪酬的增加，他们大多看重自己的职业发展，实现自我价值。从这个角度出发，了解技术人员的职业倾向，加强组织职业生涯管理，有利于企业保留技术人员。 国外学者在职业倾向方面有一定的相关研究，并进一步研究职业倾向对工作效果、工作满意度和工作稳定性的影响，以及通过实证研究分析技术人员的职业倾向对职业成功的影响。近年来，国内学者也进行了相关的研究，探索职
3、业倾向与职业成功的关系、技术人员职业倾向与职业满意、组织忠诚的关系等。然而，在员工职业倾向与员工留任的关系领域中，很少有实证研究，进一步深入到技术人员领域，相关研究更是少之又少。 本研究以员工职业生涯发展为视角，在对国内外学者以往研究的回顾基础上，构建实证模型，提出理论假设，通过对 175 名技术人员进行问卷调查，并运用统计分析方法对模型和理论假设进行检验，对实证调研结果进行解释分析，探索出技术人员的职业倾向与员工留任的关系，最后为企业人力资源管理工作提供可行性建议，关注技术人员职业倾向，加强组织职业生涯管理，进而从根源上有效保留技术人员。 关键词关键词：技术人员 职业倾向 员工留任 组织职业
4、生涯管理 首都经济贸易大学硕士学位论文 技术人员职业倾向与员工留任的关系：实证分析 II Abstract Knowledge-based economy era has accelerated economic globalization and scientific technology development nowadays. Human resources are becoming the most vital resource. In China, economic growth has been faster than ever in recent years. China ad
5、vocates that the technology is the number one driver in productive forces. The country has been gradually transitioning from a “Made-in-China” labeled economy to a “Created-in-China” knowledge-based powerful nation. No doubt that technical professional plays an important role during this transformat
6、ion period. Not only they are typical knowledge-based employees with higher academic educations, wealthier practical experiences, and equipped with more creative skills, but are they also the mainstream force to influence enterprises long term growth and their core competitiveness in Chinas market e
7、conomy. As a consequence, the human resource managements key and urgent segment in enterprises are including how to retain technical professionals effectively, how to attract talents and encourage them to dedicate their effort into their job fields and how to positively influence enterprises growth.
8、 Recent years, high turnover ratio of core technician talents is the major reason caused tremendous replacement cost in human resource management. More importantly it makes loss of core technological resources in the enterprises. As knowledge-based employees, most of technical professionals value th
9、eir career development and self-worth realization, other than solely based on promotion, titles and salary increases. From this perspective, understanding technicians career orientation and enhancing the career planning management are the best to help retain technical professionals in the company. F
10、oreign scholars have done certain research regarding to career orientation, furthermore how career orientation can impact on job efficiency, job satisfaction and degree of stability relating to work. In addition, it gives an empirical analysis for relationship between career orientation and occupati
11、onal success for technical professional. In recent years, Chinese scholars have also done related research as in exploring co-relationship between career orientation and occupational success, and how career orientation can influence on job satisfaction and organizational commitment. Nevertheless, 首都
12、经济贸易大学硕士学位论文 技术人员职业倾向与员工留任的关系：实证分析 III theres very few empirical example to show that staffs career orientation impact on staff retention. Narrowing down to technical professionals segment, theres even fewer studies can be found. Based on a review of the researches conducted by scholars both home an
13、d abroad, the author intends to construct an empirical model and propose a theoretical hypothesis from the perspective of staff career development. Through a questionnaire survey on 175 technical professionals and a statistic test on the model and hypothesis, the author explains and analyzes the sur
14、vey result, explores the relationship between career orientation and employee retention, and provides feasible suggestions for human resource management. In conclusion, understanding technicians career orientation and enhancing the career planning management are the key points to retain technical pr
15、ofessionals in the company effectively. Key words: Technical Professional; Career Orientation; Employee Retention; Organizational Career Management 独独 创创 性性 声声 明明 本人郑重声明： 今所呈交的 技术人员职业倾向与员工留任的关系：实证分析论文是我个人在导师指导下进行的研究工作及取得的科研成果。尽我所知，文中除了特别加以标注和致谢的地方外，论文中不包含其他人已经发表或撰写的内容及科研成果，也不包含为获得首都经济贸易大学或其它教育机构的学位或
16、证书所使用过的材料。 作者签名作者签名： 日期：日期： 年年 月月 日日 关于论文使用授权的说明关于论文使用授权的说明 本人完全了解首都经济贸易大学有关保留、使用学位论文的有关规定，即：学校有权保留送交论文的复印件，允许论文被查阅、借阅或网络索引；学校可以公布论文的全部或部分内容，可以采取影印、缩印或其它复制手段保存论文。（保密的论文在解密后应遵守此规定） 作者签名：作者签名： 导师签名：导师签名： 日期：日期： 年年 月月 日日 首都经济贸易大学硕士学位论文 技术人员职业倾向与员工留任的关系：实证分析 第 1 页，共 68 页 1 绪论绪论 1.1 研究背景研究背景 美通社 2008 年底的一项调查1显示，即使当前的经
