基于职业高原、职业倦怠和人力资本模糊性的企业中层管理人才保留策略研究

利用职业生涯高原理论、职业倦怠理论和人力资本理论，定性探询企业中层管理人才离职的心理动因和保留策略。结果表明，职业生涯高原期产生的自我成就感下降、职业倦怠期导致的织承诺降低、人力资本模糊性引发的组织公平感缺失是企业中层管理人才产生离职倾向的三大心理诱因。不仅如此，自我成就感下降和组织公平感缺失，还可以进一步加重中层管理人才的职业倦怠期及织承诺降低。三种心理动因“叠加”，对中层管理人才离职具有强烈的驱动作用。企业可以通过拓宽中层管理人才的职业发展路径，承认其人力资本成分，满足其自我成就的心理需求，增强其组织承诺、组织认同感、组织归属感和依赖感，使其“不愿意离职”、“不能意离职”。同时，增加中层管理人才的离职成本，使其“不敢离职”。

Middle Managers Prevention Strategies of Enterprise Based on Career Plateau, Job Burnout and Fruzzy Human Capital＊

The middle managers＇ psychological motivation of Job Hopping is studied with Career Plateau theory,Job Burnout theory and Hu- maneapital theory. The results suggest that self-achievement deficit, organizational commitment descent and organizational justice deficiency in career plateau,job burnout and fruzzy humaneapital become three major psychological motivations of Job Hopping. Otherwise, self-achieve- ment deficit and organizational justice deficiency will further aggravate organizhtional commitment descent and job burnout. The three major psychological motivation form superposition and affect middle managers＇ job hopping intensely. Superior of enterprise should confirm human capital of middle manager, meeting middle manager＇s need of self-achievement, enhancing their organizational commitment, dependency and turnover costs, guarding against middle managers＇ Job Hopping.