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随着中国经济的高速增长,其所带来的挑战也更加严峻。如何提升自身的竞争优势,进而实现经济和社会的可持续发展,是我们面临的现实问题。事实上,我们所拥有的无限的、且大部分尚未得到开发的人力资源,才是我们真正的优势所在。今天,组织的有效管理需要向一种新的范式转移。在这种新的范式中,卓越和持续的竞争优势已不能建立在传统的或稀缺的资源基础上,而“心理资本”(psycho logical capital)便在此时闯入我们的视野。本文通过对近年来有关心理资本的理论和应用研究的最新进展进行回顾,将心理资本理论与员工职业生涯规划联系起来,简要探讨了心理资本各个维度对员工职业生涯管理的重要影响。
With the rapid economic growth in China, the challenges it poses are even more severe. How to enhance our own competitive advantages so as to achieve sustainable economic and social development is a real issue facing us. In fact, the unlimited and most untapped human resources we have are our real advantage. Today, the effective management of organizations needs to shift to a new paradigm. In this new paradigm, excellence and sustained competitive advantage can no longer be built on traditional or scarce resources, at which time the “psycho logical capital” breaks into our horizons. By reviewing the recent progress in theoretical and applied research on psychological capital, this paper compares the psychological capital theory with employee career planning and briefly discusses the important impact of each dimension of psychological capital on employee career management.