博碩士論文 101427002 詳細資訊



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姓名 周芊伶(Chien-ling Chou)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 員工職涯成功預測因素的探討 ─主管信任的中介角色
(Career Success : The Mediating Effect of Supervisor’s Trust)
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摘要(中) 職涯成功代表了個人於工作經驗中所累積正向心理或預期的成就，對於個人與組織而言皆相當重要，過去在考量員工的職涯成功時，包含許多變數，例如工作績效、年資、工作經驗或是教育程度等等作為參考的準則，然而在影響職涯成功過程中，非正式的互動變數鮮少受到探討，因此本研究嘗試了解競爭性與贊助性兩種流動與職涯成功關係中使否存在主管的認知型與情感型信任，透過主管的信任角色影響員工的職涯成功。特別在強調階層關係的華人社會中，許多資源或資訊取得往往會與主管的垂直聯繫所影響，因此嘗試了解垂直信任關係於員工職涯達成之中介角色。
本研究透過問卷調查台灣與大陸兩岸的企業，蒐集179份主管和部屬配對問卷，於兩段不同的時間點透過紙本郵寄、電子問卷發放，以配對的方式請主管評核直屬部屬的績效、信任以及晉升力評分，而受評部屬方面則是填寫與直屬主管間的交換關係及契合程度。迴歸研究結果顯示兩種流動會透過不同主管信任使員工獲得較高的晉升力評分。在員工的晉升力研究結果顯示，任務性與適應性績效與晉升力評分的關係會透過主管認知信任中介影響，領導與部屬交換關係與個人與主管配適與晉升力評分的關係會透過主管情感信任中介影響。
摘要(英) Career success is on behalf of individuals’ cumulative positive psychology or expected work experience in achievement, which is important to employee and organization. In the past, when considering employees’ career success, they usually included many variables, such as job performance, seniority, work experience or education level, etc. as a reference criterion. However informal interaction variables rarely been discussed in career success. This study attempts to understand contest and sponsorship of two kinds of mobility relationships and career success. Whether this two kinds of mobility through supervisors’ trust, cognitive and affective trust to influence career success. Particularly in Chinese society emphasized the hierarchical relationship, many resources or information obtained often affected by the contact with the head of vertical relationship. As a result, we try to understand the role vertical relationship of trust in employees’ career success.
In this study, questionnaire survey is based on Taiwan and China enterprises. Regression results show that the two flows enable employees to get promoted to through different trusts. Research results show that the relationship between the task and adaptive performance and promotability ratings mediated through cognitive trust. The relationship between LMX and P-S fit and promotability ratings mediated through affective trust.
關鍵字(中) ★ 任務性績效
★ 適應性績效
★ 領導與部屬交換
★ 個人與主管配適
★ 職涯成功
★ 信任		 關鍵字(英) ★ Task Performance
★ Adaptive Performance
★ Leader-Member Exchange
★ Person and Supervisor fit
★ Career Success
★ Trust
論文目次 目錄
中文摘要 III
ABSTRACTS IV
誌謝 V
目錄 VI
圖目錄 VII
表目錄 VII
第一章 緒論 1
第二章 文獻探討 6
第一節 職涯成功 6
第二節 任務性與適應性績效 8
第三節 領導與部屬交換關係、個人與主管配適 10
第四節 認知型與情感型信任 13
第五節 任務性、適應性績效與職涯成功的關係 15
第六節 領導與部屬交換關係、個人與主管配適與職涯成功的關係 17
第七節 任務性與適應性績效對於認知型信任的影響 19
第八節 領導與部屬交換關係與個人與主管配適對於情感型信任的影響 20
第九節 信任對職涯成功的影響 22
第十節 認知型信任在任務性與適應性績效與職涯成功之間的中介效果 24
第十一節 情感型信任在領導部屬交換關係與個人與主管配適與職涯成功之間的中介效果 26
第三章 研究方法 28
第一節 研究架構 28
第二節 研究流程與對象 29
第三節 研究變項衡量 29
第四節 資料分析與統計方法 33
第四章 研究結果 34
第一節 樣本敘述性統計 34
第二節 信度與效度分析 35
第三節 相關分析 39
第四節 階層迴歸分析 42
第五章 結論與建議 52
第一節 研究結論與貢獻 52
第二節 管理意涵 56
第三節 研究限制與建議 58
參考文獻 58
中文 59
英文 59

圖目錄
圖三 1研究架構圖 28
表目錄
表四 1信度分析結果 35
表四 2結構方程式分析表 36
表四 3收斂效度分析 38
表四 4區別效度分析 38
表四 5相關分析結果 41
表四 6迴歸分析─認知型信任在任務性與適應性績效與晉升力評分之間的中介效果 44
表四 7迴歸分析─認知型信任在任務性與適應性績效與職涯滿意度之間的中介效果 46
表四 8迴歸分析─情感型信任在領導與部屬交換關係與個人與主管配適與晉升力之間的中介效果 48
表四 9迴歸分析─情感型信任在領導與部屬交換關係與個人與主管配適與職涯滿意度之間的中介效果 50
表四 10研究假設結果 51
參考文獻 中文
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5. 陳金貴(1996)。員工升遷制度在人力資源管理中的考量。公務人員月刊，1，46-49
6. 陳嵩、陳光偉、李佩芬(2011)。垂直人際信任對部屬工作績效之影響: 上司家長式領導的角色。管理學報，1，1-29。
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指導教授 林文政(Wen-jeng Lin) 審核日期 2014-7-11
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