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在各种员工跳槽行为中,由一个经理人带领着一组人有计划地加入另外一个组织的集体跳槽已经在职场中屡见不鲜。有些组织尽力采取各种方法降低集体跳槽带来的危害,包括事发后的危机公关和澄清等。不过更积极的方法是能预先控制和识别集体跳槽的领导者。通过对众多发生集体跳槽事件的领导者分析,我们发现集体跳槽的领导者年龄大多集中在40岁左右。根据艾德加·施恩(Edgar Schein)教授的生物社会生命周期模型理论,人们在30岁和40岁过渡期会出现一种重新思考、评估现状并做出改变行为的心态。换句话说,年龄过渡期往往是人们
Among the various job-hopping behaviors, the collective job-hopping that a group of people are led by one manager to join another in a planned way has been common in the workplace. Some organizations have tried their best to reduce the hazards posed by collective job-hopping, including post-incident crisis public relations and clarification. But a more proactive approach is to be able to proactively control and identify leaders who work collectively. Through the analysis of many leaders who have taken the collective quit job, we find that the leaders of the collective job-hopping mostly concentrate on the age of 40. According to Professor Edgar Schein's bio-social life cycle model theory, people have a mentality of rethinking, assessing the status quo and making changes in transition between the ages of 30 and 40. In other words, the transitional age is often people