作　　者： ; ;

机构地区： 中山大学旅游学院

出　　处： 《旅游科学》 2019年第1期18-32,共15页

摘　　要： 本文运用案例分析、社会网络分析等方法,试图通过分析特定社会网络环境对员工职业发展决策过程的影响,从而解释旅游业新生代员工的高流动性现象及其成因。研究发现,以面对面服务为核心产品和倚重个体隐性经验等特征使旅游企业需要维持合理的新老员工结构比,而企业内部的劳动力代际竞争与外部市场提供的大量就业机会,使新生代员工逐渐由传统职业发展模式转向无边界职业发展模式。在职业生涯早期,新生代员工偏好运用连续跳槽和外部迂回晋升等策略来实现自身的人力资本投资收益,进而导致了阶段性的职业高流动性现象。这一发现有助于旅游企业应对新生代员工高流动性现象的挑战,也可为新生代员工规划个人职业发展提供新的理论支持。 This paper applied a mixed method of case study and social network analysis,and attempted to explain the causes of the high mobility of new generation employees by analyzing the influence of specific social network environment on the decision making of employees in their career development.The findings show that the internal generation labor competition as well as the huge job opportunities from external market make the new generation employees gradually transfer their career development mode from the traditional to the boundary-less ones and they prefer to use continuous job-hopping and external circuitous promotion strategies in their early career stage to get the return on their investment of human capital,and this collective behavior finally results in the phenomenon of periodic high mobility in the industry.The authors believe that this finding is helpful for tourism enterprises to cope with the challenge of high turnover rate of new employees,and also provides new theoretical support for the career planning of new generation employees.

关 键 词： 新生代员工 高流动性 成因机制 社会网络分析 旅游企业

领　　域： [经济管理—旅游管理] [经济管理—产业经济]