本文選題：科技人才 + 個人-工作契合度��； 參考：《首都經(jīng)濟貿易大學》2017年碩士論文

【摘要】：科技人才作為科學知識和高端技術的載體,是將科學技術力量轉化為社會生產(chǎn)力與經(jīng)濟效益的最佳中介橋梁�！笆濉眹铱萍紕�(chuàng)新規(guī)劃提出,我國仍需繼續(xù)著力培養(yǎng)一批結構合理、素質優(yōu)良的科技人才隊伍,進一步提高科技進步對經(jīng)濟增長的貢獻率。近年來眾多研究表明敬業(yè)度與個體的工作績效、組織效益都有著密切聯(lián)系,因此科技人才的敬業(yè)度水平直接決定著我國經(jīng)濟增長的科技含量。同時個體的敬業(yè)行為會受到個人特質與工作特性的雙重影響,因此從個體與工作交互的角度研究其敬業(yè)度水平將會更加有效。本文以京津冀地區(qū)的科技人才為研究對象,在梳理相關文獻的基礎上,采用問卷調查法、SPSS統(tǒng)計分析法了解科技人才的分布情況以及個人-工作契合度、敬業(yè)度現(xiàn)狀,分析不同背景變量對科技人才的個人-工作契合度、敬業(yè)度的差異性影響,并對二者之間的關系進行了深入的實證分析,以豐富關于個人-工作契合度與敬業(yè)度的相關理論研究,同時引起對科技人才這個“高精尖”人群的高度關注。本研究結果表明,與一般員工相比,科技人才的要求-能力契合度均值很高,但是供給-需求契合度還未達到一般水平;同時單位性質對科技人才的活力有顯著影響,企業(yè)、高校的科技人才活力程度要高于研究所、政府機構等其他單位;自我概念-契合度、供給需求-契合度兩個維度對敬業(yè)度有顯著正向預測作用,但要求-能力契合度并不會影響科技人才的敬業(yè)度水平。最后根據(jù)實證研究的主要結論,從人才培養(yǎng)計劃、人才激勵機制、管理方式以及企業(yè)方面等多個角度提出了研究啟示。本文從個體與工作交互的角度出發(fā)研究科技人才的敬業(yè)度狀況,在研究對象與研究視角上都具有一定的創(chuàng)新性。
[Abstract]:As the carrier of scientific knowledge and high-end technology, scientific and technological talents are the best intermediary bridge for transforming scientific and technological power into social productive forces and economic benefits.The National Science and Technology Innovation Plan of the 13th Five-Year Plan puts forward that our country should continue to train a group of scientific and technological talents with reasonable structure and excellent quality so as to further improve the contribution rate of scientific and technological progress to economic growth.In recent years, many studies have shown that engagement is closely related to individual performance and organizational efficiency, so the level of engagement of scientific and technological talents directly determines the scientific and technological content of economic growth in China.At the same time, the individual's engagement behavior will be influenced by both personal traits and work characteristics, so it will be more effective to study the level of engagement from the perspective of individual and work interaction.This paper takes the scientific and technological talents in Beijing, Tianjin and Hebei as the research object, on the basis of combing the relevant literature, using the method of questionnaire and SPSS statistical analysis to find out the distribution of scientific and technological talents, as well as the current situation of individual-work fit and engagement.This paper analyzes the influence of different background variables on the degree of individual-work compatibility and engagement of scientific and technological talents, and makes an in-depth empirical analysis of the relationship between them.In order to enrich the relevant theoretical research on the personal-job compatibility and engagement, it also attracts the attention of the scientific and technological talents.The results of this study show that, compared with the general staff, the average value of the ability adaptability of the scientific and technological talents is very high, but the supply-demand fit degree has not reached the average level. At the same time, the unit nature has a significant impact on the vitality of the scientific and technological talents.The degree of vitality of scientific and technological talents in colleges and universities is higher than that in research institutes, government agencies, etc. The two dimensions of self-concept-fit degree, supply-demand-fit degree have significant positive predictive effect on engagement.But the requirement-ability match degree will not affect the science and technology talented person's engagement level.Finally, according to the main conclusions of the empirical study, this paper puts forward the research enlightenment from the aspects of talent training plan, talent incentive mechanism, management mode and enterprise.This paper studies the engagement of scientific and technological talents from the angle of interaction between individual and work, which is innovative in both research object and perspective.
【學位授予單位】：首都經(jīng)濟貿易大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F124.3

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本文編號：1739658