【摘要】：本文以512名工作5年內(nèi)的大學(xué)畢業(yè)生為研究對(duì)象,研究了大學(xué)畢業(yè)生的工作適應(yīng)現(xiàn)狀,調(diào)查了影響工作適應(yīng)的因素。首先,研究者編制了《工作適應(yīng)問(wèn)卷》；其次,分析了大學(xué)畢業(yè)生工作適應(yīng)的現(xiàn)狀；接著,以《工作適應(yīng)問(wèn)卷》和《大五人格問(wèn)卷》為工具,探討了人格與工作適應(yīng)之間的關(guān)系；最后,以《工作適應(yīng)問(wèn)卷》、《員工滿意度問(wèn)卷》、《離職意向問(wèn)卷》、《組織承諾問(wèn)卷》為工具,探討了工作適應(yīng)、組織承諾、員工滿意度和離職意向之間的關(guān)系。研究表明： (1)工作適應(yīng)問(wèn)卷包含適應(yīng)不良、歸屬感、崗位勝任、工作態(tài)度、工作環(huán)境、角色明晰、積極體驗(yàn)、匹配感、工作壓力九個(gè)維度,問(wèn)卷具有較好的信度和效度； (2)性別、換工作次數(shù)對(duì)工作適應(yīng)總分不存在顯著影響；但是大專生的工作適應(yīng)總分顯著低于研究生；工作0-6個(gè)月的大學(xué)畢業(yè)生工作適應(yīng)總分最高；每月工資5000元以上者工作適應(yīng)總分高于工資5000元以下者；專業(yè)技術(shù)人員和辦事人員工作適應(yīng)總分顯著高于生產(chǎn)、運(yùn)輸設(shè)備操作人員及有關(guān)人員；結(jié)果表明不同學(xué)歷水平、不同工作年限、不同工資水平和不同職業(yè)類型的大學(xué)畢業(yè)生在工作適應(yīng)總分上存在顯著差異；在9個(gè)工作適應(yīng)分量表上,不同組別也存在一定的差異； (3)人格能夠預(yù)測(cè)工作適應(yīng)水平。自覺(jué)性、宜人性、外傾性得分越高,工作適應(yīng)水平也越高；神經(jīng)質(zhì)得分越高,工作適應(yīng)水平越低；開(kāi)放性對(duì)工作適應(yīng)的影響不顯著； (4)工作適應(yīng)對(duì)工作滿意度有正向預(yù)測(cè)作用,工作滿意度對(duì)離職意向有負(fù)向預(yù)測(cè)作用。
[Abstract]:In this paper, 512 college graduates who have been working for 5 years are studied. The present situation of work adaptation of college graduates is studied, and the influencing factors of work adaptation are investigated. First, the researcher compiled the Job adaptation questionnaire; secondly, the present situation of work adaptation of college graduates was analyzed; then, the work adaptation questionnaire and the Big five Personality questionnaire were used as tools. The relationship between personality and work adaptability is discussed. Finally, with the help of Job adaptation questionnaire, employee satisfaction questionnaire, turnover intention questionnaire and organizational commitment questionnaire, this paper discusses work adaptation and organizational commitment. The relationship between employee satisfaction and turnover intention. The results show that: (1) the questionnaire includes nine dimensions: maladjustment, sense of belonging, job competence, work attitude, work environment, role clarity, positive experience, matching feeling, and work stress. The questionnaire has good reliability and validity; (2) gender and the number of job changes have no significant effect on the total score of job adaptation, but the total score of work adaptation of college students is significantly lower than that of graduate students. Those who have worked 0-6 months have the highest total score of work adaptation; those who earn more than 5000 yuan a month have a total score of work adaptation higher than the salary of 5000 yuan; and the total score of professional and technical personnel and clerical personnel for work adaptation is significantly higher than that for production, The results show that there are significant differences in the total scores of job adaptation among college graduates with different educational background, different working years, different salary levels and different occupation types. There were also some differences among different groups on the nine job adaptation component tables. (3) Personality could predict the level of job adaptation. The higher the score of extraversion, the higher the level of work adaptation, the higher the score of neuroticism, the lower the level of work adaptation, the less the influence of openness on work adaptation. (4) Job adaptation has a positive predictive effect on job satisfaction, and job satisfaction has a negative predictive effect on turnover intention.
【學(xué)位授予單位】：蘇州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：G647.38

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