查看“Self-perceived employability 受雇能力”的源代码

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

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。

下载WORD版问卷：[[文件:Emp.doc]]

== 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， <b><font color="red">商业使用请与原作者联系</font></b>。为了尊重作者的劳动成果， <b><font color="blue">请根据量表出处规范引用</font></b>，谢谢！

[[category: 研究量表]][[category: 英文量表]]