职业经理人职业生涯中期危机及应对策略研究--以T城市人力资源行业为例

职业经理人职业生涯中期危机及应对策略研究--以T城市人力资源行业为例 复旦大学 东方贱人

中文摘要 职业生涯中期阶段在整个职业生涯管理理论当中一直属于重要的一个研究阶段。由于该阶段时间跨度长，压力多，极易引发职业生涯中期危机。特别是近年来，随着中国经济的高速发展和国际经济一体化建设的不断加快，这一现象日益引起了中国地区各级企业领导者的高度重视。 进入21世纪，中国市场经济的持续高速发展使得中国逐步成为拉动世界经济增长的重要引擎之一，持续的经济高增长和良好的内部投资环境为国外企业和人才的进驻提供了重大的发展机遇。伴随着中国改革开放事业的不断深入和教育行业的不断发展，中国劳动力市场供求结构也随之急剧变化。员工面临的各种来自职场、家庭和自身的压力日益增多，尤其是处于职业生涯发展中期阶段的职业经理人们的体会的尤其深刻。这也是目前国内人力资源发展领域亟待改善的重要难题之一。 本文以T城市从事人力资源行业的职业经理人为例，从职业生涯中期危机现象调查问卷入手，详细介绍了如何在系统分析劳动力市场供求关系的基础上，结合运用胜任力模型分析和抽样访谈等改善方法，寻求出引发职业生涯中期危机的真正原因——职业生涯管理体系的缺失。并且在综合了考虑员工职业发展愿景和行业人力资源结构发展现状的因素的基础上，运用危机管理原理，通过对危机的识别、预防、干预和转化等过程探讨职业生涯中期危机的应对策略。

关键词：职业生涯管理 中期危机 胜任力模型 危机管理 ABSTRACT Mid-career stage throughout the career management theory has been a important research stage. Because the stage long time span, more pressure, easy to cause mid-career crisis. Especially in recent years, with the rapid development of China's economy and international economic integration accelerating, this phenomenon is increasingly has drawn great attention of the leaders at all levels in China.

Entering the 21st century, the sustained and rapid development of China's market economy has made China gradually become one of the important engine driving world economic growth, sustained economic growth and good internal investment environment for foreign enterprises and talents to provide significant opportunities for development. Along with the deepening of China's reform and opening up cause and the continuous development of education industry, China's labor market supply and demand structure has been changed dramatically. Employees facing all kinds of pressure from work, family and their own mounting, especially in the mid-term stage of career development experience of the professional managers of particularly profound. This is the current domestic one of the important problems of human resource development areas for improvement.

In T city is engaged in the professional managers of human resource industry for example, from mid-career crisis phenomenon questionnaire, this paper introduces in detail how to on the basis of systematic analysis of the Labour market supply and demand, combined with the use of competency model analysis and improvement methods of sampling interview, seek out the real reason of mid-career crisis - the lack of career management system. And in the comprehensive consideration of employee career development vision and industry development present situation of human resource structure factors, on the basis of applying the principles of crisis management, through the identification, prevention and intervention of the crisis and transformation process, such as mid-career crisis coping strategies are discussed

Keywords：Mid career management; Mid-term competency;competency

model ;crisis management; I

目 录 目录 ........................................................................................................................ I 第一章绪论 ............................................................................................................ 1 1.1研究背景 .................................................................................................... 1 1.2问题的提出 ................................................................................................ 3 1.3研究的目的和意义 .................................................................................... 6 1.4研究的思路与主要内容 ............................................................................ 7 1.4.1研究内容与框架 ............................................................................. 7 1.4.2研究的数据资料和方法 ................................................................. 8 1.5文章的创新与不足 .................................................................................... 8 第二章职业生涯管理理论 .................................................................................. 10 2.1职业生涯管理的意义 .............................................................................. 10 2.2职业生涯发展阶段划分 .......................................................................... 11 2.3职业倦怠成因与职业生涯中期危机的关系 .......................................... 12 2.4职业倦怠的相关理论及其表现 .............................................................. 14 第三章 T城市人力资源行业职业经理人职业生涯 ........................................ 17 3.1被调查者基本情况 .................................................................................. 17 3.1.1按年龄结构划分 ................................................................................... 17 3.1.2按成为经理人的工作年限划分 ........................................................... 18 3.1.3按职称和职业资格证书划分 ............................................................... 19 3.1.4按岗位等级划分 ................................................................................... 20 3.2被调查者的职业生涯发展现状 .............................................................. 21 3.2.1按企业所有制性质划分 ....................................................................... 21 3.2.2按企业所处行业地位划分 ................................................................... 22 3.2.3按所受教育程度和学以致用匹配度划分 ........................................... 24 3.2.4任职时间与职业生涯管理 ................................................................... 25 3.3职业生涯中期阶段危机识别 .................................................................. 28 3.4职业生涯中期阶段的危机分析 .............................................................. 37 3.5对组织和个人的双重影响 ...................................................................... 38