I 摘要 网络信息技术的快速发展，使得传统职业逐渐消失和转移，新兴职业不断涌现， 人们选择终身依附于一个组织持续工作的情况不断减少，进行职业转换和选择独立而 不依赖于任何组织的自由职业的情况变得更加普遍。女性进行职业生涯转换的频率也 逐渐增加，而盲目的进行职业生涯转换只会带来人力资源的浪费和时间的流逝，特别 是对处于生涯中期的女性高管，理性的职业生涯转换需要进行科学的设计。因此，以 女性高管作为研究对象研究生涯中期面临的生涯转换对于女性及企业都有重要意义。 通过已有文献可知，女性的职业生涯转换研究是职业生涯相关研究的重要组成部 分。因此，本文以女性高管作为研究对象，搜集、整理已有相关文献，分析研究在职 与不在职女性高管的生涯不确定感及生涯转换意向的特点，并在此基础上探讨影响其 生涯转换的因素。采用网络问卷调查的形式，对473名不同年龄、不同教育程度的女 性高管的生涯转换意向进行问卷调查，并将她们分成在职与不在职两类，深入探讨在 生涯中期不确定感的情况下，在职与不在职女性高管对生涯转换的想法。得出以下结 论：一是，不在职组女性高管生涯的不确定感普遍高于在职组；二是，不同年龄、不 同教育程度、不同婚姻状况等的女性高管生涯不确定感都有明显差异；三是，不同年 龄、不同教育程度、不同婚姻状况等的女性高管生涯转换意向也有明显差异；最后， 很大部分女性高管都有进行职业转换或自主创业的想法。 基于研究结果，本文从生涯混沌理论、女性高管生涯不确定感等的角度出发，探 讨个体、家庭、组织、社会等对女性高管生涯中期不确定感的反映及应对女性高管职 业转换策略建议。个体方面，女性高管应建立自我生涯发展的良性生态循环，保持积 极向上的心态处理各类矛盾。家庭方面，应该主动向家庭成员沟通以获得支持和帮助。 组织方面，应对女性员工主力创造平等的就业机会，并且对员工的家庭也应给予理解 和支持。社会方面，合理聘任和挑选措施；改善儿童保育保障措施等。 关键词：不确定感 女性高管职业生涯转换 生涯混沌理论 Abstract III Abstract With the rapid development of network information technology, traditional jobs are gradually disappearing and transferred, and new jobs are constantly emerging. People's choice of lifelong dependence on an organization for continuous work is decreasing, and it is more common for people to make career transition and choose independent freelance jobs independent of any organization. The frequency of women's career transition is also gradually increasing, and the blind career transition will only lead to the waste of human resources and the passage of time, especially for female executives in the middle of their career, rational career transition needs scientific design. Therefore, it is of great significance for women and enterprises to study the career transition faced by female executives in the middle of their careers. According to the existing literature, women's career transition research is an important part of career-related research. Therefore, this paper took female executives as the research object, collected and sorted out the existing relevant literature, analyzed and studied the career uncertainty and the characteristics of career transition intention of female executives in and out of the job, and discussed the factors affecting their career transition on this basis. In the form of online questionnaire survey, 473 female executives of different ages and different educational levels were surveyed on their intention of career transition, and they were divided into two categories: on-job and off-job, to deeply discuss the thoughts of on-job and off-job female executives on career transition in the context of mid-career uncertainty. The following conclusions are drawn: first, the uncertainty of female executives' career in the non-working group is generally higher than that in the working group; Second, female executives of different ages, different education levels and different marital status have significant differences in career uncertainty. Thirdly, there are also significant differences in the career transition intention of female executives with different ages, education levels and marital status. Finally, a large proportion of female executives have the idea of making a career change or starting their own business. Based on the research results, this paper, from the perspective of career chaos theory and career uncertainty of female executives, discusses the reflection of individuals, families, organizations and society on the uncertainty of female executives in the middle of their career and proposes strategies to cope with the career transition of female executives. Individually, female executives should establish a virtuous ecological cycle of their own 重庆理工大学硕士学位论文 IV career development and maintain a positive attitude to deal with all kinds of contradictions. On the family side, you should take the initiative to communicate with family members to get support and help. In terms of organization, female employees should have equal employment opportunities, and their families should be given understanding and support. Social aspects, reasonable employment and selection measures; Improving child care safeguards, etc.. Keywords：Uncertainty Female executive Career transition 目录 V 目录 摘要 ......................... I Abstract ................. III 目录 ........................ V 1 绪论 ..................... 1 1.1 研究背景及意义 .............................. 1 1.2 研究思路和方法 .............................. 2 1.2.1 研究思路 .......................... 2 1.2.2 研究方法 .......................... 3 1.2.3 技术路线图 ...................... 3 1.3 研究内容与创新 .............................. 4 1.3.1 研究内容 .......................... 4 1.3.2 论文创新之处 .................. 5 2 文献综述 ............. 7 2.1 生涯研究简要回顾 ........................... 7 2.2 生涯混沌理论与生涯不确定感 ........ 7 2.2.1 生涯混沌理论与生涯复杂性 ......................... 7 2.2.2 生涯不确定感 .................. 8 2.3 生涯转换 .......... 9 2.4 职业生涯转换 . 10 2.5 女性的职业生涯转换 ..................... 11 2.6女性高管职业生涯中期的职业生涯转换 ....................... 12 2.7女性高管生涯特点 .......................... 12 3 研究设计及研究过程 ........................ 15 3.1 研究目的 ........ 15 3.2 问卷调查设计 . 15 3.2.1 变量操作性定义与测量工具 ....................... 15 3.2.2 问卷的主要内容 ............ 16 3.3 数据收集 ........ 16 3.4 描述性统计分析 ............................ 16 3.4.1 调查对象的基本信息 .... 17 3.4.2 调查对象的职业基本情况 ........................... 17 重庆理工大学硕士学位论文 VI 3.5 本章小结 ........ 18 4 女性高管生涯不确定感现状分析 ..... 19 4.1 女性高管生涯不确定感调查情况 .. 19 4.2 不在职女性高管生涯不确定感现状分析 ...................... 19 4.2.1 现状 . 19 4.2.2 不同年龄女性高管的生涯不确定感............ 19 4.2.3 不同教育程度女性高管的生涯不确定感 .... 21 4.2.4 不同婚姻状况女性高管的生涯不确定感 .... 22 4.2.5 不同工作年限女性高管的生涯不确定感 .... 23 4.2.6 不同工作转换次数女性高管的生涯不确定感 ........................... 24 4.2.7 不同年收入女性高管的生涯不确定感........ 26 4.2.8 不同公司规模女性高管的生涯不确定感 .... 26 4.3 在职女性高管生涯不确定感现状分析 .......................... 27 4.3.1 现状 . 27 4.3.2 不同年龄女性高管的生涯不确定感............ 28 4.3.3 不同教育程度女性高管的生涯不确定感 .... 29 4.3.4 不同婚姻状况女性高管的生涯不确定感 .... 30 4.3.5 不同工作年限女性高管的生涯不确定感 .... 31 4.3.6 不同工作转换次数女性高管的生涯不确定感 ........................... 32 4.3.7 不同年收入女性高管的生涯不确定感........ 33 4.3.8 不同公司规模女性高管的生涯不确定感 .... 34 4.4 不在职和在职两组女性高管生涯不确定感对比分析 .... 35 5 女性高管生涯转换意向现状分析 ..... 37 5.1 女性高管生涯转换意向调查情况 .. 37 5.2 不在职女性高管生涯转换意向现状分析 ...................... 37 5.2.1 整体情况 ........................ 37 5.2.2 不同年龄不在职女性高管生涯转换意向 .... 38 5.2.3 不同教育程度女性高管生涯转换意向........ 38 5.2.4 不同婚姻状况女性高管生涯转换意向........ 38 5.2.5 不同工作年限女性高管生涯转换意向........ 39 5.2.6 不同工作转换次数女性高管生涯转换意向 39 5.2.7 不同年收入女性高管生涯转换意向............ 39 5.2.8 不同公司规模女性高管生涯转换意向........ 40 5.3 在职女性高管生涯转换意向现状分析 .......................... 40 目录 VII 5.3.1 整体情况 ..........