基于匹配的职业生涯管理与研发人员离职意向关系研究-企业管理专业论文.docxVIP

浙江大学硕士学位论文 浙江大学硕士学位论文 基于匹配的职业生涯管理与研发人员离职意向关系研究 Abstract To develope an independent innovative capacity is now an important issue to our uation．More and more multinational companies have established their RD centers in China．Both will increase the need of RD personnel．On the other hand，the voulantry turnover of RD personnel will threaten the core competence of the organization．The career management ofRD personnel becomes a great challenge． Based on Person—Oragnization Fit model and foucsed on the issue of career management，this study explores the relationship between OCMPs Gap，Career Path Gap，and Career Satisfaction，Quit Intention．OCMPs Gap means the gap between the need of RD personnel mad their perceptions of organiztioanl support in Organiztion Career Management Practices(OCMPs)．And Career Path Gap means the gap between the preference of RD personnel and their recognition of the development opportunities in 5 difference career pathes．Furthermore，this study examines the moderating effect ofEmployment Opportuinities Index(EOI)mad career anchor in the relationship between career satisfaction and quit intent．And it also trys to illustrate the influence of organiztional contextual，demographic variables，and career anchor on OCMPs need and perceived support，career path preference and opportunities． By reviewing previouse related studies，this study proposes a basic theoretical model and hypothesis concerned．Then interview iS carried out to test the initial model． At the third stage，212 RD personnel from 10 companies were surveyed throu乒 questionnaires．Thisstudycorrelationanlysis．regressionanlysisandvariancesanlysis with SPSS 11．5 software to test the model．The conclution indicates that： 1． Career path preference，recognition of development opportunities， OCMPs needs，perceptions of OCMPs support，are influented by career anchors，demographic and organiztional contextual variables． 2． OCMPs Gap has negative influence on Career Saticefatction and positive effects on Quit Inte