军工研发人员内部人身份感知对其离职意向及创新行为的作用机理：主动性人格与组织职业生涯管理的联合效应

内部人是普遍存在于军工企业中的一种传统的非正式身份划分,这一特殊身份所蕴含的丰富资源对军工研发人员工作态度和行为具有重要影响。基于资源保存理论,考察内部人身份感知影响离职意向和创新行为的过程机理及多重交互效应。对712名研发人员进行问卷调查,结果发现：①内部人身份感知负向预测离职意向,正向预测创新行为,工作使命感在上述关系中起部分中介作用;②主动性人格正向调节工作使命感与离职意向的关系;③工作使命感与主动性人格、组织职业生涯管理对离职意向、创新行为的三维交互效应显著,即在高主动性人格、低组织职业生涯管理条件下,工作使命感对离职意向的负向预测作用更强,而在二者双低条件下,工作使命感对创新行为的正向作用更强。     

Narrative construction of expatriate experience and career cycle: discursive patterns in Finnish stories of international

Expatriate experience is not only a disconnected occasion for cross-cultural anxiety and adjustment but also an important event in the process of self-development and learning. Following this view and arguing for a discursive approach, the paper focuses on ways in which expatriates themselves tell and interpret their development and movement across expatriate career cycle. Meaning systems connecting expatriate job with previous and following work experiences in career stories of Finnish engineers and managers were identified using a combination of narrative and discourse analysis. No evidence was found of an autonomous expatriate discourse but, in contrast, expatriate career cycle was narrated using available organizational repertoires of development and career. Describing and discussing the meaning-making properties of three identified discourses - bureaucratic, occupational and enterprising - the paper emphasizes the organizational environment of expatriate experience while acknowledging the limits of these contemporary career vocabularies in addressing individual learning and change in cross-cultural settings.     

山西省高职院校就业指导课程师资队伍建设研究

本文通过对山西省高等职业院校人才培养工作状态数据采集平台有关数据的研究分析,对目前山西省高职院校就业指导课程师资队伍建设中存在的重视程度不足、缺乏管理制度保障、师资力量缺乏、教师的专业化程度较低、职业发展能力有待加强等问题进行了思考并尝试提出对策与建议。     

Helicopter parents hovering in the workplace: What should HR managers do?

Applying life course theory, this article provides an overview of what is known about helicopter parenting behavior in the workplace and why it exists. Herein, we discuss the pervasiveness of this issue and present a typology of the different levels of intensity or obtrusiveness of parental involvement (‘reconnaissance,’ ‘low altitude,’ and ‘guerilla warfare’) in the workplace, as well as ways in which the adult child may respond to such behaviors. We conclude with a discussion of how employers are responding to this issue with proposed strategies for how to best manage such situations.     

加强职业规划教育 促进高职生成功就业

为了适应社会与经济的变化以及满足高职生职业发展的需求,高职院校应结合学制,分阶段来实施职业生涯规划教育,并通过建立健全组织机制、加强校本师资队伍建设等来强化职业生涯规划教育管理工作,同时建立社会、学校、家长和学生四方互动机制,从而使得高职生成功就业。     

Symbolic violence and marketing ECRs in the neoliberal University

ABSTRACT

This paper uses symbolic violence as one way of interpreting the lived experiences of early career researchers (ECRs) in the neoliberal University. We focus on marketing ECRs as business schools epitomise the highly market-mediated, performative, and managerialist ideology of the contemporary neoliberal University which facilitates symbolic violence. Specifically, marketing education, with its orientation towards market logic, has been identified as aligning with the neoliberal paradigm. We draw on qualitative narrative interviews with 16 United Kingdom and Australian ECRs in marketing to demonstrate how symbolic violence is produced and reproduced through institutions, ideology, language and discourse, and social relations. We find that while ECRs are not entirely subjugated by symbolic violence in the neoliberal University – with some participants displaying critically reflexive awareness and resistance, we also find that they can be complicit and serve to reproduce the system through seeking to learn and play the game of academia, rather than change it. We argue that symbolic violence offers a framework to help conceptualise the neoliberal University. Further, we submit that instrumental advice to marketing ECRs on how to navigate a life in academia is not enough and that critical reflexivity, resistance, and social action to oppose symbolic violence and the ideology of the neoliberal University is required to achieve emancipation.     

Intergenerational transmission of entrepreneurial intentions

We draw on cross-cultural theory and the Global Leadership and Organizational Behavior Effectiveness project to develop a model for the transmission of entrepreneurial intentions within families in different cultures. Using data on more than 40,000 individuals from 15 countries, we show that beyond the transmission of entrepreneurial intentions from parents to children, grandparents – either directly or “indirectly” via the parents – impact the offspring's intentions. Moreover, we find that parents' and grandparents' influences partly substitute for one another. The strength of these effects varies across cultures. Our results provide a more detailed picture of the intergenerational transmission of entrepreneurial intentions.     

Should I stay or should I go? Career choice intentions of students with family business background

Personal and motivational patterns of intentional founders have been researched in great depth; however, antecedents to career choices of intentional successors have been conspicuously missing in entrepreneurship research. By drawing on theory of planned behavior, we investigate how intentional founders, successors, and employees differ in terms of locus of control and entrepreneurial self-efficacy as well as independence and innovation motives. We find that transitive likelihood of career intent depends on degree of entrepreneurial self-efficacy and the independence motive. Unexpectedly, we see that high levels of internal locus of control lead to a preference of employment, which challenges traditional entrepreneurship research and suggests that the feasibility of an entrepreneurial career path does not automatically make it desirable. Our findings suggest that students with family business background are pessimistic about being in control in an entrepreneurial career, but optimistic about their efficacy to pursue an entrepreneurial career.     

职业生涯规划下高职税务专业课程设置探析

高职教育的主要教学目标是为社会提供高级技术型人才。高职税务专业学生的职业生涯规划课程设置就是结合税务专业高职生的教育目标,希望通过学校教育,使税务专业高职学生全面掌握实现目标应该学习的基础理论与实践课程,帮助税务专业学生实现其人生价值和理想。     

将职业生涯规划引入贯通培养项目班级建设 ——以高端技术技能人才贯通培养实验项目北京财贸职业学院为例

班级管理是学校管理的最基本单位,具有重要的基础性作用。贯通培养项目学制7年,其班级管理与中职、高中既有共性又存在差异,这就需要班主任探究其管理特点。分析贯通培养项目学生现状、贯通培养项目职业生涯规划现状及其实施意义,探讨将职业生涯规划引入贯通培养项目班级管理的指导思想和实施方案,提出对贯通培养项目班主任的要求,以实现提高贯通培养项目班级管理效果的目的。