潛能、晉升力評分和員工職涯滿意的關聯性－以個人與主管適配和LMX為調節變項

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：118

、訪客IP：18.218.158.245

姓名

温雅萍(Ya-Ping Wen) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

潛能、晉升力評分和員工職涯滿意的關聯性－以個人與主管適配和LMX為調節變項
(The study of relationship between promotability, employee’s satisfaction and potential: The moderating effects of leader-member exchange and person and supervisor fit.)

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)

在現今社會變遷快速且多樣化的大環境下，企業間彼此競爭激烈，員工能力的發展與素質的提昇就是企業的競爭力之一。在企業組織中，人才是企業組織最重要的資產，而企業要如何發掘人才、發展其潛能，展現於工作上，並協助企業邁向成功，這些都是企業要重視的課題。本研究除了探討潛能、晉升力評分及員工職涯滿意的關聯性外，也探討主管部屬交換關係(LMX)、個人與主管適配在潛能對晉升力評分及員工職涯滿意的調節效果。
本研究樣本的蒐集包含了台灣地區及大陸地區，總共回收367份有效配對問卷。以階層迴歸分析本研究之假設驗證。研究結果顯示，潛能、晉升力評分及職涯滿意三者具明顯的關聯性，但加入LMX、個人與主管適配後，卻沒有明顯的調節效果。

摘要(英)

With changing of social environment, enterprises are highly competitive with each other. One of the competitiveness of enterprises is the development of staff capacity and quality. Talent is the most important asset of business organization. These are the issues that companies should pay attention to develop employee’s potential.
Besides discussing the relationship between promotability, career satisfaction and potential, the moderate effect of leader-member exchange and person and supervisor fit is discussed in the research.
In the study, the samples are sourced from Taiwan and China. Totally 367 questionnaires are collected. The hypotheses are verified with hierarchical regression.
The findings of the study results the main effect of regression analysis show that potential have positive relationship with promotability and career satisfaction. But after adding LMX and person and supervisor fit, there is no moderating effect.

關鍵字(中)

★ 潛能
★ 晉升力評分
★ 職涯滿意
★ 個人與主管適配
★ LMX

關鍵字(英)

★ Potential
★ person and supervisor fit
★ Leader-Member Exchange
★ Promotability
★ Career Satisfaction

論文目次

第一章緒論 1
第一節研究動機與背景 1
第二章文獻探討 5
第一節職涯滿意 5
第二節晉升力評分 7
第三節潛能 9
第四節潛能與晉升力評分、職涯滿意的關聯性 11
第五節個人與主管適配 13
第六節個人與主管適配的調節效果 14
第七節主管-部屬交換關係(Leader-Member Exchange) 16
第八節主管-部屬交換關係的調節效果 18
第三章研究方法 19
第一節研究架構 19
第二節研究對象與程序 20
第三節研究變項衡量 21
第四節資料分析與統計方法 24
第四章研究結果 25
第一節資料來源與樣本特性 25
第二節相關分析 26
第二節階層迴歸分析 27
第五章結論與建議 31
第一節　研究結果與討論 31
第二節　學術貢獻 32
第三節　管理意涵 33
第四節　研究限制與未來研究發展方向 34
參考文獻 35
一、中文部分 35
二、英文部分 36

參考文獻

一、中文部分
1. 王宣惠（2011）。企業員工潛能內涵的探索分析（未出版之碩士論文），國立中央大學。
2. 陳真毓（2013）。工作績效和潛能對部屬晉升力評分的影響─以主管─部屬交換關係為調節變項（未出版之碩士論文），國立中央大學。
3. 陳愛雲（2015）。員工潛能量表之建置（未出版之碩士論文），國立中央大學。
4. 黃冠智（2013）。潛能，個人與主管適配與主管晉升力評分的關聯性（未出版之碩士論文），國立中央大學。
5. 賴聽柔（2013）。領導潛能量表之建立（未出版之碩士論文），國立中央大學。

二、英文部分
1. Adkins, C. L., Russell, C. J., & Werbel, J. D. (1994). Judgments of fit in the selection process: The role of work value congruence. Personnel Psychology, 47(3), 605-623.
2. Adkins, C. L., Russell, C. J., & Werbel, J. D. (1994). Judgments of fit in the selection process: The role of work value congruence. Personnel Psychology, 47(3), 605-623.
3. Anderson, John c., George T. Milkovich & Anne Tsui.(1981). ”A Model of Intra-Organizational Mobility.” Academy of Management Review 6(4): 529-38.
4. Antonioni, D. & Park, H. (2001). The effects of personality similarity on peer ratings of contextual work behaviors. Personnel Psychology, 54, 331-360.
5. Antonioni, D. & Park, H. (2001). The effects of personality similarity on peer ratings of contextual work behaviors. Personnel Psychology, 54, 331-360.
6. Aryee, S., Chay, Y. W., & Tan, H. H. (1994). An examination of the antecedents of subjective career success among a managerial sample in Singapore. Human Relations, 47, 487–509.
7. Barak, M. E. M., Cherin, D. A., & Berkman, S. (1998). Organizational and Personal Dimensions in Diversity Climate Ethnic and Gender Differences in Employee Perceptions. The Journal of Applied Behavioral Science, 34(1), 82-104.
8. Barsade, S. G., Ward, A. J., Turner, J. D. F., & Sonnenfeld, J. A. (2000). To your heart’s content: A model of affective diversity in top management teams. Administrative Science Quarterly, 45, 802-836.
9. Bauer，T．N．＆Green，S．G．(1996), Development of leader-member exchange: A longitudinal test, Academy of Management Journal, vol.39, pp.1538-1567．
10. Bernardin, H. J. (1979). The predictability of discrepancy measures of role constructs. Personnel Psychology, 32, 139-153.
11. Betz, N. & Fitzgerald, L.,(1987). Career Psychology for Women, Academic, San Diego, CA. Bozionelos, N., (1996), Networking in the workplace and some of its correlates, paper presented at the Annual Conference of the British Psychological Society, Brighton, April.
12. Blau, P. M. (1964). Exchange and Power in Social Life, New York: Wiley.
13. Bliege Bird R, Smith EA. (2005). Signaling theory, strategic interaction, and symbolic capital. Current Anthropology, 46, 221-238.
14. Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt & W. C. Borman (Eds.), Personnel selection in organizations. San Francisco: Jossey-Bass.
15. Breaugh, J. A. (2010). ”Modeling the managerial promotion process.” Journal of managerial Psychology 26(4): 264-277.
16. Byrne, D. (1971). The attraction paradigm. New York: Academic Press.
17. Byrne, D., Clore, G. L., & Smeaton, G. (1986). The attraction hypothesis: Do similar attitudes affect anything? Journal of Personality and Social Psychology, 51, 1167-1170.
18. Chen, Z. X., Tsui, A. S., & Farh, J. L. (2002). Loyalty to supervisory vs. organizational commitment: Relationships to employee performance in China. Journal of Occupational and Organizational Psychology, 75, 339-356.
19. Chen, Z., Veiga, J. F., & Powell, G. N. (2011). A survival analysis of the impactof boundary crossings on managerial career advancement up to midcareer. Journal of Vocational Behavior, 79(1), 230-240.
20. Chung, Po-Pui., & Leung, K. (2001). Effects of performance information and physical attractiveness on managerial decisions about promotion.Journal of Social Psychology, 128(6), 791-801.
21. Colbert, A. E. (2004). Understanding the effects of transformational leadership: The mediating role of leader–follower value congruence, Unpublished doctoral dissertation, University of Iowa.
22. Dansereau, F., & Graen, G. B., & Haga, W. J. (1975). A vertical dyad linkage approach to leadership within formal organizations: a longitudinal investigation of the role making process. Organizational Behavior and Human Performance, 13, 46-78
23. De Pater, E. I., Vianen Van, A. E. M., Myriam, N. B., & Klehe, U. (2009). Employees’ Challenging Job Experiences and Supervisors’ Evaluations of Promotability. Personnel Psychology, 62, 297-325.
24. De Pater, I. E., Van Vianen, A. E. M., Bechtoldt M. N., and Klehe Ute-Christine. (2009). Employees’ challenging job experiences and supervisors’ evaluations of promotability. Personnel Psychology, 62, 297-325.
25. Dienesch, R. M., & Liden, R. (1986). Leader-member exchange model of leadership: A critique and further development. Academy of Management Review, 11(3), 618-634.
26. Dries, N., &Pepermans, R. (2012). How to identify leadership potential: Development and testing of a consensus model, Human Resource Management, 51(3), 361-385.
27. Gerstner, C. R., & Day, D. V. (1997). Meta-Analytic Review of Leader-Member Exchange Theory: Correlates and Construct Issues. Journal of Applied Psychology, 82(6), 827-844.
28. Graves, L. M. & Powell, G. N. (1995). The effect of sex similarity on recruiters’ evaluations of actual applicants: A test of the similarity–attraction paradigm. Personnel Psychology, 48, 85-98.
29. Greenhaus, J. H., Parasuraman, S., & Wormley,W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of management Journal, 33(1), 64-86.
30. Gutek, B. A.,& Larwood, L . （1987） Information technology and working women in
31. Hall, D.T.(1976).Careers in Organizations. Santa Monica, CA: Goodyear.
32. Harris, K. J., Kacmar, K. M., & Carlson, D. S. (2006). An examination of temporal variables and relationship quality on promotability ratings. Group & Organization Management, 31(6), 677-699.
33. Heneman, H. G. and T. A. Judge (2009). Staffing organizations, McGraw-Hill,Irwin, Boston.
34. Iles, P. (1997). Sustainable high-potential career development: a resource-based view. Career Development International, 2(7), 347-353.
35. Jawahar, I. M. & Ferris, G. R. (2011). A Longitudinal investigation of task and contextual performance influences on promotability judgments. Human Performance, 24, 251-269.
36. Jean E. Wallace (2001). The Benefits of Mentoring for Female Lawyers. Journal of Vocational Behavior, 58, 366-391.
37. Judge, T. A., & Hulin, C. L. (1993). Job satisfaction as a reﬂection of disposition: A multiple source causal analysis. Organizational Behavior and Human Decision Processes, 56: 388–421.
38. Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The big five personality traits, general mental ability, and career success across the life span. Personnel psychology, 52(3), 621-652.
39. Judge, T. A., Kammeyer-Mueller, J. O. H. N., & Bretz, R. D. (2004). A longitudinal model of sponsorship and career success: A study of industrial?organizational psychologists. Personnel Psychology, 57(2), 271-303.
40. Judge, T. A., Kammeyer-Mueller, J. O. H. N., & Bretz, R. D. (2004). A longitudinal model of sponsorship and career success: A study of industrial?organizational psychologists. Personnel Psychology, 57(2), 271-303.
41. Krishman, V. R. (2002). Transformational leadership and value system congruence. International Journal of Value–Based Management, 15(1), 19-33.
42. Kristof-Brown, A. F., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta–analysis of person–job, person–organization, person–group, and person–supervisor fit. Personnel Psychology, 58, 281-342.
43. Liden, R. C., Wanye, S. J. & Stilwell, D. (1993). A Longitudinal Study on the Early Development of Leader-Member Exchange. Joumal of Applied Psychology,78(2), 662-674.
44. Lombardo, M. M. & Eichinger, R. W. (2000). High potentials as high learners. Human Resource Management, 39(4), 321-329.
45. London, M., & Stumpf, S.A. (1982). Managing careers. Reading, MA: Addison-Wesley.
46. Lounsbury, Loveland, Sundstrom, Gibson, Drost, & Hamrick, 2003. An Investigation of Personality Traits in Relation to Job and Career Satisfaction of Information Technology Professionals
47. Lovett, S., & Otero, R. (2012).On the Importance of Confidence in Management in Uncertain Times.Journal of Applied Management and Entrepreneurship, 17(2).
48. Mowday, Porter and Steers (1982).Employee-Organization Linkage-The Psychology of Commitment Absenteeism and Tumover.N.Y. :Academic Press.
49. Ng, T. W. H., & Feldman, D. C. (2010). Human capital and objective indicators of career success: The mediating effects of cognitive ability and conscientiousness. Journal of Occupational and Organizational Psychology, 83, 207-235.
50. Ng, T. W., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective and subjective career success: A meta?analysis. Personnel Psychology, 58(2), 367-408.
51. Peluchette, J. (1993). “Subjective career success: The influence of individual difference, family,and organizational variables”, Journal of Vocational Behavior 43, pp. 198-208.
52. Pepermans, R., Vloeberghs, D., & Perkisas, B. (2003). High potential identification policies: an empirical study among Belgian companies. Journal of Management
53. Ready, D.A., Conger, J.A., & Hill, L.A.(2010). Are you a high potential, Harvard Business Review, June, 78-84
54. Redding, S. G. (1990). The Spirit of Chinese Capitalism. Berlin: Walter de Gruyter.
55. Redding, S. G. (1990). The spirit of Chinese capitalism. New York: Walter de Gruyter.
56. Rogers, R. W. & Smith, A. B. (2004). Finding future perfect senior leaders: Spotting executive potential. Employment Relations Today, 31(1).
57. Rowe, R. & Snizek, W. E. (1995). Gender difference in work values. Work and Occupations, 22, 215-219.
58. Schaubroeck, J., & Lam, S. K. (2002). How similarity to peers and supervisor influences organizational advancement in different cultures. Academy of Management Journal, 45, 1120-1136.
59. Schraeder, M., & Simpson, J. (2006). How similarity and liking affect performance appraisal. Journal of Quality and Participation, 29, 34-40.
60. Seibert, S. E., & Kraimer, M. L. (2001). The five-factor model of personality and career success. Journal of vocational behavior, 58(1), 1-21.
61. Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel psychology, 54(4), 845-874.
62. Seibert, S. E., Kraimer, M. L., & Liden, R. C. (2001). A socialcapital theory of career success. Academy of management journal, 44(2), 219-237.
63. Silzer, R. & Church, A. H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psychology, 2(4), 377-412.
64. Silzer, R. F. & Church, A. H. (2010). Identifying and Assessing High Potential Talent: Current Organizational Practices. Strategy Driven Talent Management: A Leadership Imperative.
65. Spence M. (1973). Job market signaling. Quarterly Journal of Economics, 87, 355-374.
66. Strauss, J. P., Barrick, M. R., & Connerley, M. L. (2001). An investigation of personality similarity effects (relational and perceived) on peer and supervisor ratings and the role of familiarity and liking. Journal of Occupational & Organizational Psychology, 74, 637-657.
67. Super, D.E.(1976), Career education and the meaning of work . Monographs on career education. Washington, DC, U.S. Office of Education.
68. Tajfel, H. (1982). Social identify and intergroup relations. Cambridge: Cambridge University Press.
69. Thacker, R.A., Wayne, S.J. (1995). An examination of the relationship between upward influence tactics and assessments of promotability. Journal of Management, 21, 739-757.
70. Tiffan, B. (2009). Are You Considered A High Potential? Physician Executive, 35(2), 74-77.
71. Turban, D. B., & Dougherty, T. W. (1994). Role of protégé personality in receipt of mentoring and career success. Academy of Management Journal, 37, 688-702.
72. Turban, D. B., & Dougherty, T. W. (1994). Role of protégé personality in receipt of mentoring and career success. Academy of Management Journal, 37, 688-702.
73. Turner, R. H. (1960). Sponsored and Contest Mobility and the School System. American Sociological Review, 25(6). 855-867.
74. Van Scotter, J.R., Motowidlo, S.J., & Cross, T.C. (2000). Effects of task performance and contextual performance on systematic rewards. Journal of Applied Psychology, 85, 826-535.
75. Van Vianen, A. E. M. (2000). Person–organization fit: The match between newcomers’ and recruiters’ preferences for organizational cultures. Personnel Psychology, 53,113-149.
76. Van Vianen, A. E. M. (2000). Person–organization fit: The match between newcomers’ and recruiters’ preferences for organizational cultures. Personnel Psychology, 53,113-149.
77. Van Vianen, A. E. M., Shen C. T., & Chung A. (2011). Person–organization and person–supervisor fit: Employee commitments in a Chinese context. Journal of Organizational Behavior, 32, 906-926.
78. Van Vianen, A. E. M., Shen C. T., & Chung A. (2011). Person–organization and person–supervisor fit: Employee commitments in a Chinese context. Journal of Organizational Behavior, 32, 906-926.
79. Van Vianen, A. E., Shen, C. T., & Chuang, A. (2011). Person–organization and person–supervisor fits: Employee commitments in a Chinese context. Journal of Organizational Behavior, 32(6), 906-926.
80. Wang, H., Law, K. S., & Chen, Z. X. (2008). Leader-member exchange, employee performance, and work outcomes: An empirical study in the Chinese context. The International Journal of Human Resource Management, 19(10), 1809-1824.
81. Wayne, S.J., Liden, R.C., Kraimer, M.L., & Graf, I.K. (1999). The role of human capital, motivation and supervisor in predicting career success. Journal of Organization Behavior, 20, 577-595.
82. Wexley, K. N., Alexander, R. A., Greenawalt, J. P., & Couch, M. A. (1980). Attitudinal congruence and similarity as related to interpersonal evaluation in manager–subordinate dyads. Academy of Management Journal, 23, 320-330.
83. Wilensky, H. L. (1961). ”Careers, lifestyles, and social integration.” International Social Science Journal 12(4): 553-558.
84. Witt L. A. (1998). Enhancing goal congruence: A solution to organizational politics. Journal of Applied Psychology, 83, 666-674.

指導教授

林文政(Wen-jeng Lin)

審核日期

2017-8-24

推文