职涯资本的结构分析及其对企业新生代员工可雇佣能力的影响机制研究

目的/意义当代社会，在知识更迭、技术创新日益加速，无边界职业生涯已成常态的情况下，作为新生代员工，如何在工作岗位上创造价值，取得良好绩效，从而维持职业、转换职业、发展职业，这是一个非常值得思考的问题，其实质是要探讨新生代员工的可雇佣能力。职涯资本作为个人投资积累的并且能够帮助其获得职业生涯发展的不同类型的资本，对可雇佣能力的提升有一定的影响。方法/过程本文建立了“职涯资本—可雇佣能力”的理论模型。借鉴职涯资本和可雇佣能力的国外成熟量表，结合中国文化进行翻译和修订，运用SPSS.21进行信度和效度检验及相关分析、因子分析和回归分析，诠释职涯资本三个维度对可雇佣能力五个维度的影响过程。结果/结论由实证分析可知，职涯资本对可雇佣能力有显著的正向影响，据此提出新生代员工的四种类型，根据不同的类型，为管理者提出相应的指导意见和管理对策。

Structural Analysis of Career Capital and Its Impact on Employability of New Generation Employees

Purpose/SignificanceIn the contemporary society, boundless career has become the norm with the change of knowledge and the acceleration of technological innovation. The new generation of employees has to think about how to create value in their jobs and achieve good performance so as to maintain a job, transfera job and develop a career, the core of which is to exploreemployability of the new generation. Career capital, as different types of capital accumulated by individual investment and capability of helping them to obtain career development, has certain influence on the improvement of employability.Method/ProcessThis paper establishes a theoretical model of "career capital--employability". It uses foreign maturity scale of career capital and employability for reference and combines with Chinese culture for translation and revision, takes SPSS.21 for reliability and validity test, correlation analysis, factor analysis and regression analysis to explain the influence process of three dimensions of career capital on five dimensions of employability.Result/ConclusionEmpirical analysis shows that career capital has a significant positive impact on employability. Based on this, the paper definesfour types of new generation employees, and puts forwardcorresponding guidance and management countermeasures for managers in accordance with different types,