MBA教育中心知识库

摘  要
核心员工是当前社会与企业不可或缺的资源，企业的核心员工是其实现价值增长的关键驱动力，企业若想实现持续发展和保持竞争优势，就必须依靠核心员工。然而，受到年龄、工作岗位年限、性别、个人选择、组织因素等多方面原因，导致核心员工许多企业或组织中都出现了职业瓶颈问题，表现为关键员工的工作进展陷入停滞，这无疑对员工的个人价值体现和组织效率的提高产生了负面影响。
该研究聚焦于X保险公司，采用深度访谈和问卷调查的方法，探究其关键员工面临的职业高原现状及其成因。基于职业高原理论，并结合职业生涯发展理论和心理契约理论，文章旨在提出有效策略和建议以缓解核心员工的职业高原感。
经调查分析后，我们得出了：（1）X保险公司的核心员工当前存在职业高原，从职业高原的维度来看，层级高原最为显著，其次为内容高原，再次是中心化高原。（2）核心员工与一般员工相比，核心员工的职业高原感受显著高于一般员工。
根据数据分析（1）总体职业高原中性别、年龄、工作年限、工作层级、岗位性质、本岗位工作年限的影响有显著性；孩子数量、婚姻状况无差异；具体维度细分后，层级高原方面性别、年龄、工作年限、工作层级、本岗位工作年限的影响有显著性，孩子数量、婚姻状况、岗位性质无差异；内容高原方面年龄、岗位性质、工作层级、本岗位工作年限的影响有显著性，孩子数量、婚姻状况、工作年限、性别无差异；中心化高高原方面性别、工作层级的影响有显著性，孩子数量、本岗位工作年限、婚姻状况、岗位性质、工作年限、年龄无差异。在个人特质和环境因素的影响下，尤其是对于关键员工的职业选择，他们的职业高原现象以及其各个层面均与核心员工个人职业选择呈显著正相关；个人能力方面X保险公司核心员工的个人能力与员工职业高原总体及各维度显著正相关；家庭经济方面核心员工在中心化高原于内容高原方面与家庭经济呈现显著负相关；组织因素方面核心员工职业高原总体以及其各个方面的表现都明显地与组织因素呈现负面的相关性。
根据以上分析，为X保险公司及核心员工从个人方面和组织方面提供了对策和建议，（1）个人方面，建议核心员工主动学习，增强职场竞争力、自我评估、保持积极心态、灵活调整职业策略、拓展人脉与资源。（2）组织方面，提议建立健全的职业发展和晋升路径，强化公司的培训机制以提升员工的工作能力，改进薪酬激励制度，实行差异化岗位管理，加大对基层关键员工的组织支持力度，特别关注并关怀女性核心员工，同时启动员工职业生涯咨询服务。这些举措旨在为X保险公司的 HR 管理提升和核心员工的职业发展提供有效的指导。

关键词:职业高原 核心员工 实证研究 影响因素 对策建议

Abstract 
The study focused on Insurance Company X, using in-depth interviews and questionnaires to explore the current situation and causes of burnout faced by its key employees. Based on the occupational plateau theory, combined with the career development theory and the psychological contract theory, this paper aims to put forward effective strategies and suggestions to alleviate the burnout of core employees. 
After investigation and analysis, we conclude that: (1) the core employees of insurance company X currently have an occupational plateau, and from the perspective of occupational plateau, the hierarchical plateau is the most significant, followed by the content plateau, and then the centralized plateau. (2) Compared with general employees, the career plateau feeling of core employees is significantly higher than that of general employees. 
According to the data analysis, (1) the influence of gender, age, working years, work level, job nature, and working years in the overall occupational plateau was significant; there was no difference in the number of children and marital status; after the specific dimensions were subdivided, the influence of gender, age, working years, work level, and working years in the post was significant in the level plateau, and there was no difference in the number of children, marital status, and job nature; the influence of age, job nature, work level, and working years in the post was significant in the content plateau, and the number of children, There was no difference in marital status, working years, and gender, and there was no difference in the number of children, working years, marital status, job nature, working years, and age. Under the influence of personal characteristics and environmental factors, especially for the career choice of key employees, their occupational plateau phenomenon and all aspects are significantly positively correlated with the personal career choice of core employees, in terms of personal ability, the personal ability of core employees of X insurance company is significantly positively correlated with the overall and various dimensions of employee occupational plateau, in terms of family economy, the core employees in the centralized plateau and the content plateau are significantly negatively correlated with the family economy, and in terms of organizational factors, the overall career plateau of core employees and their performance in all aspects are obviously negatively correlated with organizational factors􏰔 
Based on the above analysis, it provides countermeasures and suggestions for insurance company X and core employees from the individual and organizational aspects: (1) On the personal side, it is recommended that core employees take the initiative to learn, enhance their workplace competitiveness, self-evaluation, maintain a positive attitude, flexibly adjust their career strategies, and expand their contacts and resources. (2) In terms of organization, it is proposed to establish a sound career development and promotion path, strengthen the company's training mechanism to improve the work ability of employees, improve the salary incentive system, implement differentiated post management, increase organizational support for key employees at the grassroots level, pay special attention to and care for female core employees, and start employee career consulting services. These initiatives are designed to provide effective guidance for the improvement of HR management and the career development of key employees of Insurance Company. 
Core employees are the indispensable resources of the current society and enterprises, and the core employees of the enterprise are the key driving force for its value growth. However, due to many reasons such as age, working years, gender, personal choice, organizational factors, etc., there are career bottlenecks in many enterprises or organizations for core employees, which is manifested in the stagnation of the work progress of key employees, which undoubtedly has a negative impact on the personal value of employees and the improvement of organizational efficiency. 
Keywords: career plateau; core employees; empirical research; influencing factors; policy recommendations