內隱追隨力、工作績效與員工職涯成功的關聯性之研究

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張弘益(Hung-Yi Chang) 查詢紙本館藏

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人力資源管理研究所在職專班

論文名稱

內隱追隨力、工作績效與員工職涯成功的關聯性之研究
(The Study of the Relationship among Implicit Followership, Job Performance and Employee Career Success)

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摘要(中)

組織在人才管理上的一項重要課題在於協助員工達成職涯上的成功，進而促成組織的成功。而晉升向來被多數組織及個人視為職涯成功的主要象徵，而晉升力評分不但是員工晉升時的一項重要指標，也是衡量員工職涯成功的關鍵因素之一。在傳統的組織內部晉升發展途徑，多半仍以員工的工作績效做為晉升力評分的重要決定因素。
在人力資源管理領域，近年來的新主題在於探討追隨力，而追隨力又可分為為外顯追隨力及內隱追隨力。內隱追隨力顯示會與彼此認知的主管部屬交換關係、主管對部屬的喜愛程度、工作績效有一定的關連性。也就是說內隱追隨力會影響部屬的工作績效。唯這個過程當中，並沒有太多研究針對內隱追隨力去探討部屬晉升的可能影響。
本研究結合上述議題，採用鄭宜潔(2016)開發之內隱追隨力量表進行跨產業樣本蒐集之方式，由台灣及大陸兩岸各產業類型之民營企業，回收成功之459份有效問卷，以結構方程式探討內隱追隨力、工作績效及晉升力評分的關聯性。研究結果說明，內隱追隨力與晉升力評分間具有顯著的正向關係，對於未來晉升的可能性有正向的關聯性，進而預測職涯成功。

摘要(英)

An important issue for organizations in talent management is supporting employees to achieve their career success that can accordingly drive organizational success. Promotability rating is not only an important index of employee promotion, but also a key element for evaluating employees’ career success. On the internal promotional development path of the traditional organizations, most of them still take employee performance for a major decision element of promotability rating.
In the HR management field, followership is a new topic which has been discussed in recent years. Followership can be divided into explicit followership and implicit followership. In terms of implicit followership, it shows the correlation among the cognitive leader-member exchange relationship, the degree of subordinates’ liking for their supervisors and job performance.
With the above issues, this study adopted an implicit followership scale developed by Yi-Chieh Cheng (2016) to collect cross-industry data. A total of 459 valid questionnaires are returned from the private companies in Taiwan and China. A structural equation modeling is used to investigate the association among implicit followership, job performance and promotability rating and simultaneously observe the mediating effects on the exchange relationship between leaders and members of the social network and the degree of supervisors’ liking. The results of this study show that implicit followership has a significant positive association with promotability rating and then can predict employees’ career success.

關鍵字(中)

★ 追隨力
★ 內隱追隨力
★ 職涯成功
★ 晉升力評分
★ 工作績效
★ 主管-部屬交換關係
★ 主管喜愛

關鍵字(英)

★ Followership
★ Implicit followership
★ Career success
★ Promotability rating
★ Job performance
★ Leader-member exchange
★ Supervisor liking

論文目次

中文摘要 i
ABSTRACT ii
誌謝 iii
目錄 iv
圖目錄 v
表目錄 vi
第一章緒論 1
第一節研究背景與動機 1
第二節研究目的及預期貢獻 5
第二章文獻探討 6
第一節內隱追隨力理論及測量 6
第二節職涯成功 8
第三節內隱追隨力與主管部屬交換關係(LMX) 9
第四節內隱追隨力與主管喜愛部屬 10
第五節主管部屬交換關係與部屬工作績效 11
第六節主管喜愛部屬與部屬工作績效 12
第七節工作績效與晉升力評分 13
第三章研究方法 15
第一節研究架構 15
第二節研究對象與流程 15
第三節研究變項衡量 16
第四節資料分析與統計方法 19
第四章研究結果 20
第一節資料來源及樣本特性 20
第二節信度及效度分析 21
第三節假設模型檢驗 24
第四節假設檢驗 24
第五章結論與討論 26
第一節研究結論與討論 26
第二節研究貢獻與管理意涵 26
第三節研究限制與未來建議 28
參考文獻 31
圖目錄
圖1 研究架構圖 15
圖2 結構方程式模型結果 25
表目錄
表1 驗證性因素分析配適度分析結果 22
表2 各構面題項之因素負荷量表 23
表3 收斂效度分析表 23
表4 區辨效度分析 23
表5 結構方程式模型比較分析表 24
表6 假設與研究結果總覽表 25

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指導教授

林文政(Wen-Jeng Lin)

審核日期

2017-7-6

推文