Self-perceived employability 受雇能力

简介

在长期雇佣制逐渐瓦解的经济环境下，雇员需要做的关键是维持和提高自己在劳动力市场上的竞争优势。Baruch（1998）认为传统的组织依附对雇员的吸引力下降，转而提倡无边界职业等超越组织界限的员工工作模型（Arthur,1994; Bird, 1994），EMP的概念总是与此相连。 以往研究认为雇员能力依赖于劳动力市场条件和政府政策，关注知识和工作技能，或者强调手劳动力市场所影响的工作意愿（或学习能力），Rothwell&Arnold则强调员工能力要以员工为中心，认为EMP是员工保持目前工作或者获得心仪工作的能力。 Rothwell&Arnold（2007）基于员工个体特性和职业特征改良了原16个题项的EMP量表，最终保留11个题项来测量雇员能力，并区分为内部雇员能力（4个题项）和外部雇员能力（7个题项）。

Rothwell&Arnold（2007）对英国国内的200位人力资源专家进行问卷调查和数据收集，结果表明改进的整体EMP量表的内部一致性系数为α=0.83（其中内部雇员能力的α=0.72，外部雇员能力的α=0.79），具有较高的信度水平。

量表

请您根据自己的实际感受和体会，用下面11项描述对您自己的情况进行评价和判断，并在最符合的数字上划○。评价和判断的标准如下： 1非常不同意 2不同意 3不好确定 4同意 5非常同意

1.Even if there was downsizing in this organisation I am confident that I would be retained.
2.My personal networks in this organisation help me in my career.
3.I am aware of the opportunities arising in this organisation even if they are different to what I do now.
4.The skills I have gained in my present job are transferable to other occupations outside this organisation.
5.I could easily retrain to make myself more employable elsewhere.
6.I have a good knowledge of opportunities for me outside of this organisation even if they are quite different to what I do now.
7.Among the people who do the same job as me, I am well respected in this organisation.
8.If I needed to, I could easily get another job like mine in a similar organisation. really in demand by other organisations.
9.I could easily get a similar job to mine in almost any organization.
10.Anyone with my level of skills and knowledge, and similar job and organizational experience, will be highly sought after by employers.
11.I could get any job, anywhere, so long as my skills and experience were reasonably relevant.

其中，题项1 2 3 7测量内部受雇能力，题项4 5 6 8 9 10 11测量外部受雇能力。

计分方法

EMP量表共有11个题项，可计算题项的总分或平均分。

量表出处

Rothwell, A., & Arnold, J. (2007). Self-perceived employability: Development and validation of a scale. Personnel Review, 36, 23–41.

参考文献

Arthur, M.B. (1994), “The boundaryless career: a new perspective for organizational enquiry”, Journal of Organizational Behavior, Vol. 15, pp. 295-306. Baruch, Y.(1998), “The rise and fall of organizational commitment”, Human Systems Management, Vol.17 No.2, pp.135-43. Bird, A. (1994), “Careers as repositories of knowledge: a new perspective on boundaryless careers”, Journal of Organizational Behavior, Vol. 15, pp. 325-44.

友情提醒

为方便学术研究，根据公开发表的学术成果整理而成，供学者在学术研究中使用， 商业使用请与原作者联系。为了尊重作者的劳动成果， 请根据量表出处规范引用，谢谢！