探討組織內外部連結對個人職涯成功之影響─以移動性為中介變項

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：38

、訪客IP：18.119.159.150

姓名

林欣頤(Hsin-I Lin) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

探討組織內外部連結對個人職涯成功之影響─以移動性為中介變項
(The Impact of the Internal and External Network Ties on Career Success: The Mediating Effects of Mobility)

相關論文

★ 組織精簡與員工態度探討 - 以A公司人力重整計劃為例。	★ 訓練成效評估及影響訓練移轉之因素探討----一項時間管理訓練之研究
★ 主管領導風格、業務員工作習慣及專業證照對組織承諾與工作績效之相關研究	★ 研發專業人員職能需求之研究-以某研究機構為例
★ 人力資本、創新資本與組織財務績效關聯性之研究	★ 企業人力資源跨部門服務HR人員之角色、工作任務及所需職能之研究
★ 新進保全人員訓練成效之評估	★ 人力資源專業人員職能之研究－一項追蹤性的研究
★ 影響企業實施接班人計劃的成功因素	★ 主管管理能力、工作動機與工作績效之關聯性探討─以A公司為例
★ 影響安全氣候因子之探討-以汽車製造業為例	★ 台電公司不同世代員工工作價值觀差異及對激勵措施偏好之研究
★ 不同的激勵措施對員工工作滿足及工作投入之影響性分析	★ 工作價值觀、工作滿足對組織承諾之影響(以A通訊公司研發人員為例)
★ 薪資公平知覺與組織承諾關係之探討－以內外控人格特質為干擾變項	★ 改善活動訓練成效評量之研究

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

過去探討職涯成功的研究非常豐富，學者常使用許多不同的變項如人格特質、學歷、績效等變項衡量個人是否達成職涯成功，但職涯成功的決定因素仍有許多尚待挖掘的領域，因此本研究採用個人網絡連結為指標，以職涯移動理論的觀點切入，了解個人所擁有的內外部網絡連結與其職涯成功之關係，探討個人所擁有之內外部網絡連結是否能透過內外部工作移動的中介效果，提高其對無疆界職涯成功的認知。
　　研究結果發現，當個人在組織內所擁有的網絡連結數量越多，越能幫助其在組織內水平以及向上移動，此內部移動亦能促進在其職涯滿意度與認知內部市場價值；而個人在組織外所擁有的連結數量越多，越能幫助其在組織間水平及向上移動，而此外部移動會促進其認知內部市場價值以及認知外部市場價值。此外，個人在組織內所擁有的網絡連結強度越高，其在組織外水平及向上移動的可能性就越低。

摘要(英)

In the past, the research of career success is very abundant. Scholars often use different kinds of variables, such as personality traits, education, and performance to measure whether individuals have achieved career success. However, there are still many areas to be excavated for the indicators of career success. In this study, we use the concept of the career mobility theory and took personal network ties as an indicator to understand the impact of individual′s internal and external network ties on his/her career success. To explore whether a person’s internal and external network ties can improve their perceived success of the boundaryless career success through their internal and external job mobility.
　　The results show that a person’s network ties in his/her company may increase his/her lateral and upward mobility within the organization, thereby enhance his/her career satisfaction and perceived internal marketability; a person’s network ties outside his/her company may increase his/her lateral and upward mobility between organizations, thereby enhance his/her perceived internal marketability and perceived external marketability. In addition, a person who has high strength of the network ties in his/her organization will decrease the possibility of his/her external job mobility.

關鍵字(中)

★ 網絡理論
★ 職涯移動理論
★ 無疆界職涯成功

關鍵字(英)

★ Network Theory
★ Career Mobility Theory
★ Boundaryless Career Success

論文目次

目錄
中文摘要 iv
英文摘要 v
誌謝 vi
目錄 vii
圖目錄 ix
表目錄 x
一、緒論 1
1-1 研究背景與動機 1
1-2 研究目的 4
二、文獻探討 5
2-1 網絡理論（Network Theory） 5
2-2 職涯移動理論（Career Mobility Theory） 6
2-3 無疆界職涯成功（Boundaryless Career Success） 8
2-4 個人網絡連結與工作移動之關聯性 9
2-5 個人工作移動與無疆界職涯成功之關聯性 11
三、研究方法 12
3-1 研究架構 12
3-2 研究樣本與程序 13
3-3 研究變項衡量 13
3-4 資料分析與統計方法 16
四、研究結果 17
4-1 樣本資料來源與特性 17
4-2 信度與效度分析 17
4-3 驗證性因素分析 19
4-4 相關分析 20
4-5 假說檢定 21
五、結論與建議 24
5-1 研究結論與討論 24
5-2 研究貢獻 26
5-3 管理意涵 27
5-4 研究限制與研究建議 28
參考文獻 29

參考文獻

Abele, A. E., & Spurk, D. (2009). How do objective and subjective career success interrelate over time? Journal of Occupational and Organizational Psychology, 82, 803-824.
Arthur, Hall, D. T., & Lawrence, B. S. (1989). Handbook of career theory: Cambridge University Press.
Arthur, M. B., Khapova, S. N., & Wilderom, C. P. M. (2005). Career success in a boundaryless career world. Journal of Organizational Behavior, 26(2), 177-202. doi:10.1002/job.290
Arthur, M. B., & Rousseau, D. M. (1996). The Boundaryless Career: A New Employment Principle for a New Organizational Era: Oxford University Press.
Baer, M. (2010). Strength of Weak Ties Perspective on Creativity. Journal of Applied Psychology, 95(3), 592-601.
Bagozzl, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the academy of marketing science, 16(1), 74-94.
Bian, Y., & Ang, S. (1997). Guanxi Networks and Job Mobility in China and Singapore. Social Forces, 75(3), 981-1005.
Bidwell, M., & Mollick, E. (2015). Shifts and Ladders :Comparing the Role of Internal and External Mobility in Managerial Careers. Organization Science, 26(6), 1629-1645.
Bird, A. (1994). Careers as repositories of knowledge: a new perspective on boundaryless careers. . Joumal of Organizational Behavior, 15, 325-344.
Borgatti, S. P., & Halgin, D. S. (2011). On Network Theory. Organization Science, 22(5), 1168-1181. doi:10.1287/orsc.1100.0641
Bozionelos, N. (2003). Intra-organizational network resources: relation to career success and personality. The Inteernational Journal of Organizational Analysis, 11(1), 41-66.
Brass, D. J. (2002). Social networks in organizations: Antecedents and consequences. . Unpublished manuscript, University of Kentucky,Lexington.
Burt, R. S. (1992). Structural holes: The social structure of competition. : Cambridge, MA: Harvard University Press.
De Vos, A., & Soens, N. (2008). Protean attitude and career success: The mediating role of self-management. Journal of Vocational Behavior, 73(3), 449-456. doi:10.1016/j.jvb.2008.08.007
DeFillippi, R. J., & Arthur, M. B. (1996). Boundaryless contexts and careers: A competency-based perspective. In M. B. Arthur & D. M. Rousseau (Eds.), The boundaryless career:116-131: New York: Oxford University Press.
Donnelly, R. (2009). Career behavior in the knowledge economy: Experiences and perceptions of career mobility among management and IT consultants in the UK and the USA. Journal of Vocational Behavior, 75(3), 319-328. doi:10.1016/j.jvb.2009.04.005
Easley, D., & Kleinberg, J. (2010). Networks, Crowds, and Markets: Reasoning about a Highly Connected World.: Cambridge University Press.
Eby, L. T., Butts, M., & Lockwood, A. (2003). Predictors of success in the era of the boundaryless career. Journal of Organizational Behavior, 24(6), 689-708. doi:10.1002/job.214
Feldman, D. C., & Ng, T. W. H. (2007). Careers: Mobility, Embeddedness, and Success. Journal of Management, 33(3), 350-377. doi:10.1177/0149206307300815
Fornell, C., & Larcker, D. F. (1981). Evaluating Structural Equation Models with Unovservable Variables and Measurement Error. Journal of marketing research, 18, 39-50.
Forret, M. L., & Dougherty, T. W. (2004). Networking behaviors and career outcomes: differences for men and women? Journal of Organizational Behavior, 25(3), 419-437. doi:10.1002/job.253
Gerli, F., Bonesso, S., & Pizzi, C. (2015). Boundaryless career and career success: the impact of emotional and social competencies. Front Psychol, 6, 1304. doi:10.3389/fpsyg.2015.01304
Gersick, C. J. G., Bartunek, J. M., & Dutton, J. E. (2000). Learning from Academia:The Importance of Relationships in Professional Life. The Academy of Management Journal, 43(6), 1026-1044.
Granovetter, M. S. (1973). The Strength of Weak Ties. American Journal of Sociology, 78(6), 1360-1380.
Granovetter, M. S. (1985). Economic actions and social structure: A theory of embeddedness. American Journal of Sociology, 91, 481-510.
Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experience, job performance evaluations, and career outcomes. Academy of Management Journal, 33(1), 64-86.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate data analysis (6th ed.). New Jersey : Prentice-Hall.
Hall, D. T. (1976 ). Careers in organizations. . CA: Goodyear.
Hall, D. T. (1996a). The Career Is Dead--Long Live the Career. A Relational Approach to Careers. San Francisco: Jossey-Bass Inc.
Hall, D. T. (1996b). Protean Careers of the 21st Century. The Academy of Management Executive, 10(4), 8-16.
Hall, D. T., & Chandler, D. E. (2005). Psychological success: When the career is acalling. Journal of Organizational Behavior, 26(2), 155-176. doi:10.1002/job.301
Hall, D. T., & Mirvis, P. H. (1996). The new protean career: Psychological success and the path with a heart. The career is dead: Long live the career. 15-45.
Hansen, M. T. (1999). The search-transfer problem: The role of weak ties in sharing knowledge across organization subunits. Administrative Science Quarterly, 44, 82-111.
Haythornthwaite, C. (2001). Introduction: The Internet in everyday life. . American Behavioral Scientist, 45(3), 363-382.
Higgins, M. C. (2001). Changing Careers:The Effects of Social Context. Journal of Organizational Behavior, 22(6), 595-618. doi:10.1002/job
Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz, R. D. (1995). An empirical investigation of the predictors of executive career success. Presonnel Psychology, 48(3), 485-519.
Judge, T. A., & Hurst, C. (2008). How the rich (and happy) get richer (and happier): relationship of core self-evaluations to trajectories in attaining work success. Journal of Applied Psychology, 93(4), 849-863. doi:10.1037/0021-9010.93.4.849
Kalleberg, A. L. (2000). Nonstandard employment relations: Part-time, temporary and contract work. Annual review of sociology, 26(1), 341-365.
Kavanaugh, A., Reese, D. D., Carroll, J. M., & Rosson, M. B. (2005). Weak Ties in Networked Communities. The Information Society, 21(2), 119-131.
Kondratuk, T. B., Hausdorf, P. A., Korabik, K., & Rosin, H. M. (2004). Linking career mobility with corporate loyalty: How does job change relate to organizational commitment? Journal of Vocational Behavior, 65(2), 332-349. doi:10.1016/j.jvb.2003.08.004
Lai, G., Lin, N., & Leung, S.-Y. (1998). Network resources, contact resources, and status attainment. Social Networks, 20(2), 159-178.
Lyness, K. S., & Thompson, D. E. (2000). Climbing the corporate ladder: do female and male executives follow the same route?. . Journal of Applied Psychology, 85(1), 86-101.
Mirvis, P. H., & Hall, D. T. (1994). Psychological success and the boundaryless career. . Journal of Organizational Behavior, 15, 365-380.
Mitchell, T. R., Holtom, B. C., & Lee, C. B. P. (2001). How to keep your best employees : Developing an effective retention policy. Academy of Management Executive, 15, 96-109.
Ng, T. W. H., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of Objective and Subjective Career Success : Meta Analysis. Personnel Psychology, 58, 367-408.
Ng, T. W. H., Sorensen, K. L., Eby, L. T., & Feldman, D. C. (2007). Determinants of job mobility: A theoretical integration and extension. Journal of Occupational and Organizational Psychology, 80(3), 363-386. doi:10.1348/096317906x130582
Nicholson, N., & West, M. (1988). Managerial Job Change: Men and Women in Transition: Cambridge University Press.
Nunnally, J. (1978). Psychometric Theory. New York: McGraw-Hill Book Company.
Peluchette, J. V. E. (1993). Subjective Career Success : The Influence of Individual Difference, Family, and Organizational Variables. Journal of Vocational Behavior, 43, 198-208.
Podolny, J. M., & Baron, J. N. (1997). Resources and relationships : Social networks and mobility in the workplace. American Sociological Review, 62(5), 673-692.
Sammarra, A., Profili, S., & Innocenti, L. (2013). Do external careers pay off for both managers and professionals?The effect of inter-organizational mobility on objective career success.Int. J. Hum. Resour. Manage, 24, 2490–2511. doi:10.1080/09585192.2012.725076
Seibert, S. E., Kraimer, M. L., & Liden, R. C. (2001). A Social Capital Theory of Career Success. The Academy of Management Journal, 44(2), 219-237.
Sicherman, N., & Galor, O. (1990). A theory of career mobility. Journal of Political Economy, 98(1), 169-192.
Stumpf, S. A. (2014). A longitudinal study of career success, embeddedness, and mobility of early career professionals. Journal of Vocational Behavior, 85(2), 180-190. doi:10.1016/j.jvb.2014.06.002
Sullivan, S. E. (1999). The Changing Nature of Careers_a review and research agenda. Journal of Management, 25(3), 457-484.
Sullivan, S. E., & Baruch, Y. (2009). Advances in Career Theory and Research: A Critical Review and Agenda for Future Exploration. Journal of Management, 35(6), 1542-1571. doi:10.1177/0149206309350082
Sullivan, S. E., Carden, W. A., & Martin, D. F. (1998). Careers in the next millennium: directions for future research. Human Resource Management Review, 8, 165-185.
Watanabe, S. (1994). Strength of Ties and Job-Searching in Japan. American Sociological Review, 56, 60-71.
Wayne, S. J., Liden, R. C., Kraimer, M. L., & Graf, I. K. (1999). The role of human capital, motivation and supervisor sponsorship in predicting career success. Journal of Organizational Behavior, 20, 577-595.
Whitely, W., Dougherty, T. W., & Dreher, G. F. (1988). Relationship of Career Mentoring and Socioeconomic Origin to Managers′ and Professionals′ Early Career Progress. The Academy of Management Journal, 34(2), 331-351.
Wok, S., & Hashim, J. (2017). Communication Power as a Mediator on networking and career success : A Structural Equation Modeling Approach. Communications of the IBIMA, 2017. doi:10.5171/2017.424146
Wolff, H. G., & Moser, K. (2008). Effects of Networking on Career Success : A Longitudinal Study. Journal of Applied Psychology, 94(1), 196-206.

指導教授

林文政

審核日期

2017-7-24

推文