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自美国职业心理学家在1977年提出“职业高原”的概念以来,这一现象一直备受理论界和实践界的关注,尤其是后WTO时代,传统的具有刚性的组织模式已经不再适应,扁平化的柔性组织已成为组织竞争的焦点。为此,员工进入“职业高原”的概率不断加大,“职业高原反应”对企业的冲击也越来越大。鉴于此,剖析“职业高原”现状,探索“职业高原”的风险,提出相应的对策研究,是摆在企业管理者面前的一大难题。
Since American occupational psychologists proposed the concept of “professional plateau” in 1977, this phenomenon has been drawing much attention from the theoretical and practical circles. Especially in the post-WTO era, the traditional rigid organizational model no longer exists Adaptive, flat, flexible organization has become the focus of competition in the organization. To this end, the staff to enter the “Occupational Highlands” increasing the probability of “occupational plateau response ” impact on the business is also growing. In view of this, it is a major challenge facing managers in enterprises to analyze the current situation of “Occupational Highlands” and explore the risks of “Occupational Highlands” and put forward corresponding countermeasures.