文化创意企业核心人才保留策略研究

发布时间：2018-04-25 21:40

本文选题：文化创意 + 核心人才　；参考：《北方工业大学》2012年硕士论文

【摘要】：20世纪90年代,文化创意产业逐渐受到欧洲、北美、澳洲、东亚、南亚地区文化和经济界高度关注。我国是从2004年开始逐步加大发展文化创意产业的力度。由于产业的尚未成熟,文化创意人才‘流动非常频繁,给企业带来了不小的损失。在此背景下,研究文化创意企业究竟如何保留核心人才具有十分重大的理论价值和实践意义。为了保证研究的科学性,本文将定性研究和定量研究相结合。定性研究主要为模型的构建；定量研究主要利用实证来验证模型假设的合理性。策略部分的提出是建立在定性研究和定量研究成果的基础上的。定性研究的模型构建部分主要有两条研究思路：一是归纳总结文化创意企业核心人才的特征,为构建理论模型奠定人员特色基础；二是梳理筛选企业员工离职影响因素并形成体系,为构建理论模型奠定理论框架基础。本文运用文献研究法、头脑风暴法、访谈法等,提出了基于劳动合同制和劳务合同制两个角度来归纳不同雇佣类型的文化创意核心人才特征的思路；采用文献研究法、访谈法等,形成了模型所需的变量体系和创建了模型框架。定量研究以确定模型所涉及的构念的边界为开始,采用演绎法的测验发展模式,在改编经典的测量量表的基础上形成调查问卷。在问卷信度和效度检验通过的基础上,利用因子分析法、方差分析、相关性分析、回归分析等方法来验证各变量之间的因果关系,同时检验了变量的中介作用和调节作用。结果证实：①组织公平感的三个维度均正向影响组织支持感；②上级地位感正向影响组织支持感；③支持性工作条件正向影响组织支持感,但受到组织提供这一支持性条件是否是自愿性的调节；④组织支持感正向影响组织承诺1和组织承诺2；⑤组织承诺1负向影响离职倾向。策略提出部分以系统论的思想为指导,提出了基于宏观、中观和微观三个层面的人才保留思想。本文从中观层面考虑保留文化创意核心人才,基于经过实证的理论模型提出了由优化管理策略、离职预警策略、保留激励策略、离职管理策略、企业利益保护策略组成的文化创意企业核心人才保留策略体系。
[Abstract]:In the 1990s, cultural and creative industries gradually attracted great attention from the cultural and economic circles in Europe, North America, Australia, East Asia and South Asia. Since 2004, China has gradually increased its efforts to develop cultural and creative industries. As the industry is not mature, cultural and creative talents' flow is very frequent, to the enterprise has brought not small losses. Under this background, it is of great theoretical value and practical significance to study how cultural creative enterprises retain their core talents. In order to ensure the scientific nature of the study, this paper combines qualitative and quantitative research. The qualitative research mainly is the model construction, the quantitative research mainly uses the demonstration to verify the model hypothesis rationality. The strategy part is based on qualitative and quantitative research results. There are two main ideas in the model construction of qualitative research: one is to sum up the characteristics of the core talents of cultural and creative enterprises, and to lay the foundation of personnel characteristics for the construction of theoretical model; The second is to sort out the influencing factors of employee turnover and form a system to establish the theoretical framework for the theoretical model. Based on the methods of literature research, brainstorming, interview and so on, this paper puts forward the idea of summarizing the characteristics of cultural and creative core talents of different types of employment based on the labor contract system and the labor contract system, and adopts the literature research method. The method of interview, etc., forms the variable system needed for the model and creates the framework of the model. The quantitative study starts with determining the boundary of the structure involved in the model, adopts the development model of the deductive test, and forms the questionnaire on the basis of the adaptation of the classical measurement scale. Based on the reliability and validity of the questionnaire, factor analysis, variance analysis, correlation analysis, regression analysis and other methods were used to verify the causal relationship between the variables, at the same time, the mediating and regulating effects of the variables were tested. The results showed that the three dimensions of the sense of organizational fairness were all positive to the sense of organizational support. 2 the sense of superior position positively affected the sense of organizational support and the supportive working conditions positively affected the sense of organizational support. But whether the support condition provided by the organization is voluntary or not, the sense of organizational support positively affects organizational commitment 1 and organizational commitment 2 commitment 1 negatively affects turnover intention. The strategy is based on the idea of system theory, and puts forward the idea of talent retention based on macro, meso and micro level. In this paper, the core talents of culture and creativity are considered from the middle level. Based on the empirical theoretical model, this paper puts forward the strategies of optimizing management strategy, leaving early warning strategy, retaining incentive strategy, leaving management strategy. Corporate interest protection strategy composed of cultural creative enterprises core talent retention strategy system.
【学位授予单位】：北方工业大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：G124;C964.2;F224

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