目 录
第 1 章 绪 论... 1
1.1 研究背景 .......... 1
1.2 研究目的 .......... 2
1.3 研究意义 .......... 2
1.3.1 理论意义2
1.3.2 实践意义 ........... 2
1.4 研究方法和内容 .......... 3
1.4.1 研究方法3
1.4.2 研究内容3
第 2 章 有关概念及文献综述. 5
2.1 人际关系研究综述 ...... 5
2.1.1 人际关系的概念5
2.1.2 人际关系的测量 ........... 5
2.2 职业成长的相关研究综述 ...... 6
2.2.1 职业成长的概念6
2.2.2 职业成长的影响因素 .... 7
2.3 人际关系与职业成长的关系 .. 8
2.4 江西省公务员队伍职业成长的现状 .. 8
2.4.1 公务员队伍基本情况概述 ........ 8
2.4.2 江西省公务员职业成长的现状9
第 3 章 理论假设与模型....... 11
3.1 研究变量的结构和维度的选择 ........ 11
3.1.1 人际关系的结构维度 .. 11
3.1.2 职业成长的结构维度 .. 11
3.2 假设提出 ........ 11
3.3 理论模型 ........ 12
第 4 章 问卷的设计和测量维度的确认.....14
4.1 问卷的设计 .... 14
4.2 各测量因子的定义和选择 .... 14
4.2.1 人际关系的测量因子选择和来源 ..... 14
4.2.2 职业成长的定义和测量 .......... 15
4.3 小样本测试 ... 16II
4.3.1 信度分析 ......... 16
4.3.2 探索性因子分析 .......... 18
第 5 章 公务员人际关系对职业成长的测评研究... 19
5.1 问卷形式 ........ 19
5.2 样本选择和施测 ........ 19
5.2.1 样本选取 .......... 19
5.2.2 问卷的实施形式 .......... 19
5.2.3 数据的筛选 ...... 19
5.2.4 数据的统计方法 .......... 20
5.3 描述性分析 .... 20
5.4 信度分析 ........ 21
5.4.1 人际关系量表内部信度分析 . 21
5.4.2 职业成长因子的内部信度分析 ......... 22
5.5 效度分析 ....... 22
5.5.1 人际关系量表的效度分析 ...... 23
5.5.2 职业成长的效度分析 .. 23
5.6 相关性分析 .... 24
5.6.1 与上级间关系对职业成长的影响 ...... 25
5.6.2 与同事间关系对职业成长的影响 ...... 25
5.6.3 与被服务对象之间关系对职业成长的影响 .. 26
5.7 回归分析 ........ 27
5.7.1 与上级之间的关系对职业成长的回归分析 .. 27
5.7.2 与同事间关系对职业成长的回归分析结果 .. 28
5.7.3 与被服务对象间关系对职业成长的回归分析结果 .. 29
5.8 假设验证 ........ 30
5.9 分析小结 ........ 30
第 6 章 结论和展望...32
6.1 研究结论 ........ 32
6.1.1 影响公务员提升测评指标分析 .......... 32
6.1.2 问卷结果分析特征 ...... 32
6.1.3 问卷结果的延伸 .......... 33
6.2 关于提高公务员人际关系水平的建议 ........ 33
6.3 研究的不足之处及展望 ........ 34
6.3.1 研究的局限 ...... 34III
6.3.2 未来的研究方向 ......... 35
参考文献......... 37
附录..... 40
致 谢. 42IV
Contents
Chapter 1 Thread on ... 1
1.1 Research Background ... 1
1.2 Research purposes ........ 2
1.3 Significance ...... 2
1.3.1 Theoretical Significance . 2
1.3.2 Practical Significance ..... 2
1.4 Research methods and content . 3
1.4.1 Research methods ........... 3
1.4.2 Research content. 3
Chapter 2 Concepts and literature review .... 5
2.1 Interpersonal Research Summary......... 5
2.1.1 Concept relationships ..... 5
2.1.2 Interpersonal measure..... 5
2.2 Summary of research career growth..... 6
2.2.1 The concept of career growth ..... 6
2.2.2 Career Growth Factors.... 7
2.3 Interpersonal relations and career growth ........ 8
2.4 The status quo of jiangxi province civil servants career growth .......... 8
2.4.1 Civil servants basic situation overview .. 8
2.4.2 The present situation of the civil service career growth in jiangxi
province. .......... 9
Chapter 3 theoretical hypotheses and model .......... 11
3.1 Structure and dimensions of the study variables selection ..... 11
3.1.1 Structural Dimensions of Interpersonal Relations........ 11
3.1.2 Structural Dimensions of career growth........... 11
3.2 Assumptions ... 11
3.3 Theoretical Model....... 12
Chapter 4 confirm the questionnaire design and measurement dimensions ....... 14
4.1 Questionnaire design .. 14
4.2 Each measure defined and selected factors .... 14
4.2.1 Measuring factor selection and source relationships.... 14
4.2.2 Definition and measurement of career growth . 15V
4.3 Small sample test ........ 16
4.3.1 Reliability Analysis ...... 16
4.3.2 Exploratory Factor Analysis..... 18
Chapter 5 Assessment Study for career growth of the civil service relationships
. 19
5.1 Questionnaire.. 19
5.2 Sample selection and Surveying......... 19
5.2.1 Sample selection ........... 19
5.2.2 Implementation questionnaire form...... 19
5.2.3 Filtering data..... 19
5.2.4 Statistical Methods Data........... 20
5.3 Descriptive analysis.... 20
5.4 Reliability Analysis .... 21
5.4.1 Interpersonal scale internal reliability analysis21
5.4.2 Internal reliability analysis of occupational growth factor ....... 22
5.5 Validity ........... 22
5.5.1 Validity Analysis of Interpersonal Relationship Scales ........... 23
5.5.2 Validity Analysis of career growth....... 23
5.6 Correlation analysis .... 24
5.6.1 Relations between the higher and the impact of career growth
........... 25
5.6.2 On the relationship between career growth with colleagues
........... 25
5.6.3 And affected the relationship between the clients of career growth..... 26
5.7 regression analysis...... 27
5.7.1 The relationship between superiors and regression analysis for career
growth 27
5.7.2 Relations between colleagues and for professional growth regression
analysis .......... 28
5.7.3 With the return to the professional growth of the relationship between
the service object analysis ..... 29
5.8 Hypothesis testing ...... 30
5.9 Analysis Summary...... 30
Chapter 6 Conclusions and Outlook 32VI
6.1 Analysis conclusion.... 32
6.1.1 Analysis of the civil service to enhance the evaluation index
........... 32
6.1.2 Questionnaire Analysis feature. 32
6.1.3 Extending the questionnaire results...... 33
6.2 Suggestions for improving the level of the civil service relationships
...... 33
6.3 Deficiencies and Prospect Research ... 34
6.3.1 Limitations of the study 34
6.3.2 Future research directions......... 35
References....... 37
Appendix ........ 40
Acknowledgements .... 421
摘 要
职业成长指的是工作人员在本行业内的成长和发展速度，职业成长涵盖的内
容较多，主要包括，行业晋升速度、薪水增长速度、工作能力提升速度、职业目
标形成及进展速度等。在我国社会主义现代化建设的大背景下，公务员这一职业
是我国行业的重要组成部分。不同级别的公务员代表国家行使权力，通过管理国
家公共事务的方式为人民提供便利

中国各行业工作人员的职业发展由关系网组成，关系网越密集，工作人员的
职业成长就更有前景，进而个人所得的经济利益和社会里也更加充足。但公务员
作为我国主要行业之一，有关公务员人际关系与个人职业成长的研究却为数不多

因此，本文以公务员人际关系关系与个人职业成长两者之间的关系为研究对象，
以国内外相关研究文献为基础，通过研究假设、问卷调查以及量表编制等研究方
法，深入研究了公务员人际关系对个人职业成长的影响及作用。通过对公务员群
体进行问卷调查，得到问卷调查结果，样本数据的信度、效度检验的基础上进行
相关分析和回归分析等，用来验证本文的假设

在文献研究和问卷调查研究的分析的基础上，得出结论：人际关系对于职业
成长的有正相关关系，特别是对于职业成长中的“职业发展能力”的影响尤为重
大。以该结论为基础，对公务员人际关系的提高提出了针对性的意见和建议。最
后分析了本文中样本确定等方面的不足，为未来领域的研究提出了方向

关键词：公务员；人际关系；职业成长；统计分析2
Abstract
Career development is the career growth rate of staff inside an organization,
which includes the growth rate of an employee’s professional skills, the rate of
promotion and growth rate of income. As personnel who stand for the government to
work on social public affair management, exercise administrative functions, and
performs national official duties, to research the relationship between civil servants’
interpersonal relationship and career development is critical to the management of civil
servants and improve the efficiency of Chinese government.
China is a relationship orientation country, “extensive networking” can always
make people to get more personal profit and higher social status. Currently in China,
the attention of civil servants’ career development is not enough, especial on how the
interpersonal relationship can affect the career development. In order to know how the
interpersonal relationship effect civil servants’ career development, this research
suggests research hypothesis, make questionnaires according to domestic and abroad
literature. In this research, the author did various analysis based on the results of the
questionnaire investigation for civil servants, to approve the hypothesis mentioned
before.
The research of literature and the questionnaire investigation comes to the result:
the interpersonal relationship is positive to career development, especially to the
“career development ability”. Based on that, the author made some suggestions on how
to improve the interpersonal relationship, and analyze the defects of the sample, and
direct the future research in this area.
Key-words: civil servants; interpersonal relationship, career development, statistical
analysis
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