I 摘要 经过40多年的改革开放，中国由落后的农业国转变为工业国，但现阶 段中国的工业发展大而不强，这不利于中国经济的长远发展。特别是随着 中国人口红利的消失，中国工业的竞争优势会受到不同程度的挑战。因此， 中国的工业必须往上游转移，转变原本的粗放型发展模式，走高附加值竞 争路线。所以，中国的产业工人在新的历史时期承担着推动中国工业经济 转型升级的历史重任。当前，中国80后、90后员工逐渐登上了建设中国 工业经济的历史舞台，成为中国产业工人队伍的主力军。如何造就一支技 术水平高、职业精神饱满、政治素质过硬的新生代产业队伍，是理论和实 践都在关注的问题。 基于上诉背景，本文想探讨如何基于新生代产业工人的特点，改进新 生代产业工人的职业发展问题。因此开展了以下几个研究。第一、新生代 产业工人的职业成长对离职倾向产生怎样的作用机制。第二、新生代的产 业工人的职业成长对角色内行为产生怎样的作用机制。第三、在以往的研 究发现新生代产业工人80后、90后在职业发展的诉求上表现出不一样的 状态，这是否会影响到管理情境中的问题，即新生代产业工人80后、90后 在职业成长对离职倾向作用机制和职业成长对角色内行为的作用机制中是 否产生调节作用。 对此，本文采用实证研究方法，开展研究。通过文献梳理和分析后， 提出本文的研究假设。通过问卷调查和问卷分析验证本文的研究假设，最 后得到了以下结论：（1）内部人身份认知在职业成长和离职倾向关系间起 到部分中介作用。（2）内部人身份认知在职业成长和角色内行为关系间起 到部分中介作用（3）在职业成长对离职倾向的作用机制中，两代人80后、 90后在职业成长和离职倾向关系间起到调节作用，两代人80后、90后在 职业成长和内部人身份认知关系间起到调节作用；在职业成长对角色内行 为的作用机制中，两代人80后、90后在职业成长与角色内行为关系中没 有起到调节作用。 关键词：新生代产业工人；职业成长；内部人身份认知；离职倾向； 角色内行为 Abstract II Abstract After more than 40 years of reform and opening up, China has transformed from a backward agricultural country into an industrial country. However, China's industrial is big but not strong, which is not conducive to the long- term development of China's economy. Especially, with the demographic dividend gradually subsided, China's industrial competitive advantage will be challenged by other countries. Therefore, China's industry must move upstream of the supply chain and change the development mode. So, in the new historical period, the new generation industrial workers undertake the historical task of promoting the transformation of China's industrial economy. At present, China's post-80s and post-90s employees have become the main force of China's industrial workers. How to train a new generation of industrial team with high technical level, full of professional spirit and excellent political quality is a problem both in theory and practice. Based on the above background, this paper wants to explore how to improve the career growth of the new generation industrial workers based on the characteristics of the new generation industrial workers. Therefore, the following studies have been carried out. First, what is the mechanism of the career growth and turnover intentions. Second, what is the mechanism between the career growth the in-role behavior. Third, in the past research, we found that the post-80s and post-90s generation industrial workers show different status in their demands for career growth, whether this would affect the actual management situation, that is, whether the post-80s and post-90s of the new generation of industrial workers have a moderating effect in the mechanism of career growth and turnover intention, and the mechanism of career growth and in-role behavior. Therefore, this paper uses empirical research methods to carry out research. After literature review and analysis, the research hypothesis of this paper is put forward, which is verified by questionnaire survey and 广东工业大学硕士学位论文 III questionnaire analysis. Finally, the following conclusions are drawn: (1) Perceived insider status partially mediates the effects of career growth on turnover Intentions. (2) Perceived insider status partially mediates the effects of career growth on in-role behaviors. (3) In the mechanism of career growth and turnover intention, the post-80s and post-90s play moderation effect in the relationship between career growth and turnover intentions, the post-80s and post-90s play moderation effect in the relationship between career growth and perceived insider status;in the mechanism of career growth and in-role behaviors the post-80s and post-90s don’t play moderation effect in the relationship between career growth and in-role behaviors Keywords: The New Generation Industrial Workers; Career Growth; Perceived Insider Status; Turnover Intentions; In-Role Behaviors 目录 IV 目录 摘要 ............................................................................................ I Abstract .................................................................................... II 目录 ......................................................................................... IV Content ................................................................................... VII 第一章 绪论 .............................................................................. 1 1.1研究背景 ................................................................................... 1 1.2研究意义 ................................................................................... 3 1.2.1理论意义 .......................................................................... 4 1.2.2实践意义 .......................................................................... 4 1.3研究内容 ................................................................................... 5 1.4研究的方法和技术路线 .............................................................. 6 1.4.1研究方法 .......................................................................... 6 1.4.2技术路线 .......................................................................... 7 第二章 文献综述 ....................................................................... 8 2.1新生代员工 ................................................................................ 8 2.1.1代际划分 .......................................................................... 8 2.1.2新生代员工的特点 ........................................................... 9 2.2职业成长 .................................................................................. 11 2.2.1职业成长的概念 .............................................................. 11 2.2.2职业成长的相关研究 ....................................................... 12 2.3内部人身份认知 ........................................................................ 14 2.2.1内部人身份认知的概念 ................................................... 14 2.2.2内部人身份认知的相关研究 ............................................ 14 2.4离职倾向 .................................................................................. 15 2.4.1离职倾向的概念 .............................................................. 15 2.4.2离职倾向的相关研究 ....................................................... 16 2.5角色内行为 ............................................................................... 17 2.5.1角色内行为的概念 .......................................................... 18 2.5.2角色内行为的相关研究 ................................................... 18 广东工业大学硕士学位论文 V 2.6文献述评 .................................................................................. 19 第三章 理论假设与研究模型 ................................................... 21 3.1研究假设 .................................................................................. 21 3.1.1职业成长对离职倾向的影响 ............................................ 21 3.1.2职业成长对角色内行为的影响 ......................................... 22 3.1.3职业成长对内部人身份认知的影响 .................................. 23 3.1.4内部人身份认知对离职倾向的影响 .................................. 24 3.1.5内部人身份认知对角色内行为的影响 .............................. 24 3.1.6内部人身份认知的中介作用 .........................................