作　　者： ; ;

机构地区： 北京师范大学管理学院

出　　处： 《经济管理》 2011年第12期68-76,共9页

摘　　要： 很多组织通常认为,提高员工可就业性会增加员工的离职,这种投入不但没有收益,还带来成本的增加。通过对24家企业获得的1204份有效问卷的分析,回答此问题并进一步探讨员工可就业性对员工工作的价值。本文研究结果验证了Vander Heijde等(2006)基于胜任特征建构的五维度模型:职业专长、自我完善、集体意识、个人灵活性、工作家庭平衡。本研究表明,员工可就业性在企业性质、企业发展阶段、工龄、个人职业发展阶段方面存在差异;员工可就业性总体上会降低员工的离职意向,工作满意度是二者之间的完全中介变量;员工可就业性通过工作投入度的部分中介作用对员工的工作绩效有显著的推动作用。这不但回答了管理实践对可就业性价值怀疑的问题,而且更为深入地揭示了可就业性对员工的价值。 People usually think that employability could improve the employee＇s turnover intention. This study answered this question and explored the effectiveness of employability on task performance. The survey data were from 1204 questionnaires of 24 companies of different districts in China. The results of CFA （confirmatory factor analysis） showed that Chinese employee＇s employability was composed of five factors ： Occupational Expertise, An- ticipation and Optimization, Personal Flexibility, Corporate Sense, Balance. The results of ANOVA （analysis of variance） and multiple comparisons showed that enterprise nature, enterprise stage of development, employee＇s length of service and position had significant effectiveness on their employability. The results of SEM （ structural equation model）showed that job satisfaction was the total mediator between employability and turnover intention, and job involvement was the partial mediator between employability and task performance. Employability had nega- tive effectiveness on turnover intention and positive effectiveness on task performance.

关 键 词： 可就业性 工作满意度 离职意向 工作投入度 任务绩效

领　　域： [经济管理] [经济管理]