万花筒职业生涯观对新生代女性员工离职意向与职业成功的影响
文献类型：学位论文
| 作者 | 丘佩凡 |
| 答辩日期 | 2023-12 |
| 文献子类 | 继续教育硕士 |
| 授予单位 | 中国科学院大学 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 王詠 |
| 关键词 | 万花筒职业生涯观 离职意向 生涯适应力 工作重塑 女性职业成功 |
| 学位名称 | 理学硕士 |
| 学位专业 | 健康心理学 |
| 其他题名 | The Impact of Kaleidoscope Career Values on the Turnover Intention and Career Success of Generation Y Female Employees |
| 中文摘要 | Kaleidoscope career values reveal individuals' aspirations for comprehensive development across various aspects of work, family, and self, encompassing three dimensions: authenticity, balance, and challenge. As a critical entry point for examining the career development of female employees, kaleidoscope career values have emerged as a significant topic in the field of women's career management abroad over the past two decades. Existing research has shown that kaleidoscope career values are closely linked to various behaviors and decisions throughout women's career journeys, and the three dimensions exhibit complex and diverse after-effects on variables related to women's career development. However, limited research has clarified the impact of the three dimensions of kaleidoscope career values on women's intentions to leave their jobs and their eventual career outcomes. In light of this, this study focuses on the influence of kaleidoscope career values on the career attitudes and outcomes of Generation Y female employees and addresses two critical questions: First, from the organizational perspective of retaining female talent, what is the relationship between the three dimensions of kaleidoscope career values and turnover intentions among Generation Y female employees? Second, from the personal perspective of self-realization, does a pathway exist that starts with kaleidoscope career values and leads to women's career success? After conducting a three-wave survey involving 209 Generation Y female employees, this study initially explores the relationship between the three dimensions of kaleidoscope career values and turnover intentions among Generation Y female employees based on the person-organization fit theory. It then employs a cross-lagged model and a chained mediation model to examine the career adaptation model of Generation Y female employees' kaleidoscope career values (adaptation motives) sequentially influencing career success (adaptation outcomes) through career adaptability (adaptation resources) and job crafting (adaptation reactions) from the perspective of career construction theory. The results of this study indicate: (1) The authenticity dimension of kaleidoscope career values is positively correlated with turnover intentions among Generation Y female employees, while the challenge dimension of kaleidoscope career values is negatively correlated with turnover intentions among Generation Y female employees. (2) The authenticity and challenge dimensions of kaleidoscope career values positively predict the career adaptability levels of Generation Y female employees. (3) The challenge dimension of kaleidoscope career values positively predicts women's career success. (4) The authenticity and challenge dimensions of kaleidoscope career values positively promote women's career success through a chained mediation process involving career adaptability and job crafting. This study not only reveals the dual-edge effects of the three dimensions of kaleidoscope career values on turnover intentions among Generation Y female employees but also validates the career adaptation model of self-construction among this group. It introduces a novel pathway from kaleidoscope career values to career success for Generation Y female employees. |
| 英文摘要 | 万花筒职业生涯观揭示了个体渴望在工作、家庭和自我多方面取得全面发展的价值观倾向，分为真实性、平衡与挑战三个维度。作为探析女性员工职业生涯发展的重要入口，万花筒职业生涯观成为近二十年来活跃于国外女性职业管理领域的重要主题。已有较多研究发现，万花筒职业生涯观与女性职业生涯历程中大大小小的行为与决策密切相关，且三个维度对女性职业发展相关变量的后效作用复杂多样。然而，鲜有研究明晰万花筒职业生涯观三个维度对女性的离职意向与最终职业结果的影响。鉴于此，本研究着眼于万花筒职业生涯观 对新生代女性员工职业态度和结果的影响，回答了两个重要问题：第一，基于组织层面女性人才留存视角，万花筒职业生涯观三个维度与离职意向存在何种关系？第二，从个人层面自我实现出发，是否存在始于万花筒职业生涯观、终于女性职业成功的实现路径？ 本研究对 209 名新生代女性员工进行了三轮问卷调查，在控制人口学变量和压力源情境下，基于人-组织匹配理论探讨了万花筒职业生涯观三个维度与新生代女性员工离职意向的相关关系；再通过交叉滞后模型和链式中介模型检验了生涯建构理论视角下新生代女性员工的万花筒职业生涯观(适应动机)依次通过生涯适应力(适应资源)与工作重塑(适应行为)到职业成功(适应结果)的生涯适应模型。 本研究结果表明：（1）万花筒职业生涯观的真实性维度与新生代女性员工离职意向正相关，万花筒职业生涯观的挑战维度与新生代女性员工离职意向负相关；（2）万花筒职业生涯观的真实性维度和挑战维度正向预测新生代女性员工生涯适应力水平；（3）万花筒职业生涯观的挑战维度正向预测女性职业成功；（4）万花筒职业生涯观的真实性维度和挑战维度经由生涯适应力和工作重塑的链式中介反应正向促进女性职业成功。 本研究不仅揭示了万花筒职业生涯观三个维度与新生代女性员工离职意向的双刃剑效应，还验证了新生代女性员工群体自我建构的生涯适应模型，为新生代女性员工构建了从万花筒职业生涯观到职业成功的新路径。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/48176]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 丘佩凡. 万花筒职业生涯观对新生代女性员工离职意向与职业成功的影响[D]. 中国科学院心理研究所. 中国科学院大学. 2023. |
入库方式： OAI收割
来源：心理研究所
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