个人-组织匹配视角下高职旅游教师职业生涯管理分析-analysis on career management of tourism teachers in higher vocational colleges from the perspective of personal-organizational matching.docx

conclusion of the situation, problems and causation.The third part constructs a model of tourism teachers’ career management under the perspective of person-organization matching. This part combined with the current situation and influential factors, tried to construct a more innovative, targeted and practical training model for vocational tourism colleges and its teachers.The last part draws an integration strategy under the perspective of person – organization matching for tourism teachers.Keywords:person-organizationmatching,tourismteachersin vocational colleges, career management, integration目录中文摘要 .................................................................... IAbstract ................................................................... II目录 ....................................................................... IV第一章 引言 ................................................................. 1一、研究背景和意义 ...................................................... 1（一）研究背景 ...................................................... 1（二）研究意义 ...................................................... 2二、国内外研究综述 ...................................................... 3（一）国外研究现状 .................................................. 3（二）国内研究现状 .................................................. 6三、研究内容 ............................................................ 8四、研究方法与创新之处 ................................................. 10（一）研究方法 ..................................................... 10（二）创新之处 ..................................................... 10第二章 理论基础 ............................................................ 11一、相关概念界定 ....................................................... 11（一）个人-组织匹配的定义 .......................................... 11（二）个人-组织匹配的理论框架与衡量标准 ............................ 11（三）个人-组织匹配的影响要素 ...................................... 13二、相关理论基础 ....................................................... 14（一）职业胜任力理论 ............................................... 14（二）职业锚理论 .