參考文獻 |
中文文獻
1. Tony Bingham (2017)。全球人才發展趨勢及中國企業的優秀實踐,ATD China人才發展協會。
2. 王宣惠 (2011)。企業員工潛能內涵的探索分析,國立中央大學 (未出版碩士論文)。
3. 吳致融 (2016)。主管與部屬交換關係,挑戰性工作經驗對部屬職涯成功的影響-以組織年資與關係年資為調節變項,國立中央大學。
4. 林文政 (2016)。當主管要知道的第一件事,台北市:商周出版。
5. 林俊宏 (2017)。卓越職涯、有師為伴, 台灣生涯發展與諮詢學會第24期學會電子報。
6. 林國榮,蕭晴惠,成之約 (2017)。影響臺灣青年職涯發展之社會網絡分析,勞動與就業關係學術研討會論文集。
7. 埃文.西納、睿奇.威林 (2017)。企業領導力致勝全解析,智睿企業諮詢(DDI)。
8. 張偉豪 (2011)。SEM 論文不求人,高雄市:三星統計。
9. 陳愛雲 (2016)。員工潛能量表之建置 (未出版碩士論文),國立中央大學。
10. 陳映瑜 (2016) 。員工潛能與職涯成功關聯性之探討─以主管信任與師徒功能為中介變項 (未出版碩士論文),國立中央大學。
11. 陳念姍 (106)。師徒對客服人員職業適應之研究,國立台灣師範大學工業科技教育學系人力資源發展組碩士論文。
12. 黃威嵐 (109)。女性廚師玻璃天花板與師徒關係認知對生涯發展影響之研究-以國際觀光旅館為例,朝陽科技大學休閒事業管理系學位論文。
13. 廖佩伶 (2015)。職涯展望強度對工作滿意度、工作績效及離職傾向之影響-以T公司維修及運務部門為例,國立中央大學。
14. 賴聽柔 (2013)。領導潛能量表之建立 (未出版碩士論文),國立中央大學。
英文文獻
1. Allen, T. D., Eby, L. T., & Lentz, E. (2006). Mentorship behaviors and mentorship quality associated with formal mentoring programs: closing the gap between research and practice. Journal of Applied Psychology, 91(3), 567-578.
2. Arthur, M. B., Khapova, S. N., & Wilderom, C. P. M. (2005). Career success in a boundaryless career world. Journal of Organizational Behavior, 26, 177-202.
3. Arthur, M. B., Hall, D. T., & Lawrence, B. S. (1989). Handbook of career theory. New York: Cambridge University Press.
4. Arthur, M. B., Hall, D. T., & Lawrence, B. S. (1989). Handbook of career theory. New York: Cambridge University Press.
5. Barnett, R. (2008). Identifying high potential talent. Minneapolis, MN: MDA Leadership Consulting, Inc.
6. Baugh, S. G. & Fagenson-Eland, E. A. (2007). Formal mentoring programs. The handbook of mentoring at work: Theory, research, and practice, 249.
7. Bhatnagar, J. (2008). Managing capabilities for talent engagement and pipeline development. Industrial and commercial training, 40(1), 19-28.
8. Blau, P. M. (1964). Exchange and Power in Social Life, New York: Wiley.
9. 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.
10. Breaugh, J. A. (2010). Modeling the managerial promotion process. Journal of Managerial Psychology, 26(4), 264-277
11. Burke, P. J. (2003). Relationships among multiple identities. In Advances in identity theory and research (pp. 195-214). Springer Us.
12. Burke, R. J., & McKeen, C. A. (1997). Benefits of mentoring relationships among managerial and professional women: A cautionary tale. Journal of Vocational Behavior, 51(1), 43-57.
13. Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. Handbook of industrial and organizational psychology, 1, 687-732.
14. Cardona, P., Lawrence, B. S., & Bentler, P. M. (2004). The influence of social and work exchange relationships on organizational citizenship behavior. Group & Organization Management, 29(2), 219-247.
15. Cavallo, K. & Brienza, D. (2006). Emotional competence and Leadership excellence at Johnson & Johnson. Europe’s Journal of Psychology, 2(1).
16. Chao, G. T., Walz, P. M., & Gardner, P. D. (1992). Formal and informal mentorships: A comparison on mentoring functions and contrast with nonmentored counterparts. Personnel psychology, 45(3), 619-636.
17. Chen, Z., Veiga, J. F., & Powell, G. N. (2011). A survival analysis of the impact of boundary crossings on managerial career advancement up to midcareer. Journal of Vocational Behavior, 79(1), 230-240.
18. Coleman, V. I, & Borman, W . C.(2000).Invest igating the underlying structure of the citizenship performance domain .Human Resource Management Review , 10, 25- 44.
19. Conger, J. A. & Fulmer, R. M. (2003). Developing your leadership pipeline. Harvard business review, 81(12), 76-85.
20. De Pater, I.E., Van Vianen, A.E., Bechtoldt, M.N. & Klehe, U. (2009). Employees’ challenging job experiences and supervisors’ evaluations of promotability. Personnel Psychology, 62, 297-325.
21. Dreher, G. F., & Ash, R. A. (1990). A comparative study of mentoring among men and women in managerial, professional, and technical positions. Journal of applied psychology, 75(5), 539-546.
22. Dreher, G. F., & Bretz, R. D. (1991). Cognitive ability and career attainment: Moderating effects of early career success. Journal of Applied Psychology, 76(3), 392-397.
23. Dries, N. (2011). The meaning of career success: Avoiding reification through a closer inspection of historical, cultural, and ideological contexts. Career Development International, 16(4), 364-384.
24. Dries, N., Pepermans, R., (2007). Using emotional intelligence to identify high potential: a metacompetency perspective. Leadership & Organization Development Journal, 28(8),749- 770
25. Dries, N. & Pepermans, R. (2008). “Real” high potential careers: an empirical study into the perspectives of organizational and high potential. Personnel Review, 37(1), 85-108.
26. Dries, N., Van Acker, F., & Verbruggen, M. (2012). How “boundaryless” are the careers of high potentials, key experts and average performers? Journal of Vocational Behavior, 81(2), 271-279.
27. Duarte, N. T., Goodson, J. R., & Klich, N. R. (1994). Effects of dyadic quality and duration on performance appraisal. Academy of Management Journal, 37(3), 499-521.
28. Durham C. C., Knight D., & Locke E. A. 1997. Effetcts of leader role, team-set goal difficulty, efficacy, and tactics on team effectiveness. Organizational Behavior and Human Decision Processes, 72: 203-231.
29. Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of applied psychology, 71(3), 500-507.
30. Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: contributions to perceived organizational support and employee retention. Journal of applied psychology, 87(3), 565-573.
31. Ekehammar, B. (1974). Interactionism in personality from a historical perspective. Psychological Bulletin, 81, 1026-48.
32. Endler, N. S., & Magnusson, D. (1976). Toward an interactional psychology of personality. Psychological Bulletin, 83, 956-971.
33. Erdogan, B., Kraimer, M. L., & Liden, R. C. (2004). Work value congruence and intrinsic career success: the compensatory roles of leader‐member exchange and perceived organizational support. Personnel Psychology, 57(2), 305-332.
34. Fagenson, E. A. (1989). The mentor advantage: perceived career/job experiences of protégés versus non‐protégés. Journal of Organizational Behavior, 10(4), 309-320.
35. Fagenson, E. A. (1994). Perceptions of Proteges’ vs Nonproteges’ Relationships with Their Peers, Superiors, and Departments. Journal of Vocational Behavior, 45(1), 55-78.
36. Fagenson-Eland, E. A., Marks, M. A., & Amendola, K. L. (1997). Perceptions of mentoring relationships. Journal of Vocational Behavior, 51(1), 29-42.
37. Ferris, G. R., Buckley, M. R., & Allen, G. M. (1992). Promotion systems in organizations. Human Resource Planning, 15, 47–68.
38. Ferris, G. R., Graf, I. K., Liden, R. C., & Wayne, S. J. (1997). The role of upward influence tactics in human resource decisions. Personnel Psychology, 50(4), 979-1007.
39. Ferris, G. R., & Judge, T. A. (1991). Personnel / human resources management: A political influence perspective. Journal of Management, 17, 447–488.
40. Fulmer, R. M., & Bleak, J. L. (2008). The leadership advantage: How the best companies are developing their talent to pave the way for future success. New York, NY: AMACOM.
41. Garman, A.N., & Glawe J. (2004). Succession planning. Consulting Psychology Journal: Practice and Research, 56(2), 119–128.
42. G Kambourov,I Manovskii, (2004). Occupational Mobility and Wage Inequality. Review of Economic Studies, 76(76):731-759
43. Graen, G. & Cashman, J. (1975). A role making model of leadership in formal organizations: A development approach. In J. G. Hunt & L. L. Larson (Eds.), Leadership Frontiers, Kent, Ohio: Kent State University Press.
44. Graen, G. & Liden, R. C. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Journal, 23: 451-465.
45. Graen, G. & Scandura, T. A. (1984). Moderating effects of initial leader-member exchange status on the effects of a leadership intervention. Journal of Applied Psychology, 79: 428-436.
46. 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.
47. Gutteridge, T. G. (1973). Predicting career success of graduate business school alumni. Academy of Management Journal, 16(1), 129-137.
48. Gattiker, U.E. & L. Larwood (1989). Predictors for managers’ career mobility, success and satisfaction. Human Relations, 41(8), 569-591. Gattiker, U.E., & Larwood, L. (1989). Career success, mobility, and extrinsic satisfaction ofcorporate managers. Social Science Journal, 26, 75–92.
49. Hay Group. (2008). Potential for what. Retrieved from www.haygroup.com.
50. Heslin, P. A. (2005). Conceptualizing and evaluating career success. Journal of Organizational behavior, 26(2), 113-136.
51. Howard, A., & Bray, D. (1988). Managerial lives in transition: Advancing age and changing times. New York: Guilford Press.
52. Jawahar, I. M. & Ferris, G. R. (2011). A longitudinal investigation of task and contextual performance influences on promotability judgments. Human Performance, 24(3), 251-269.
53. Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz Jr, R. D. (1995). An empirical investigation of the predictors of executive career success. Personnel Psychology, 48, 485-519.
54. 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.
55. Kirchmeyer, C. (1998). Determinants of managerial career success: Evidence and explanation of male/female differences. Journal of management, 24(6), 673-692.
56. Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W. B., de Vet Henrica, C. W., & van der Beek, A. J. (2011). Conceptual frameworks of individual work performance: a systematic review. Journal of Occupational and Environmental Medicine,53(8), 856-866.
57. Kram, K. E. & Isabella, L. A. (1985). Mentoring alternatives: The role of peer relationships in career development. Academy of management Journal, 28(1), 110-132.
58. Kram, K. E. (1985). Mentoring at work: Developmental relationships in organizational life. Glenview, IL: Scott Foresman.
59. Laurence.J.Peter (1973). The Peter principle, Inc, 112(2):20-22,24
60. L Barlow (2006). Talent development: the new imperative? Development and Learning in Organizations, 20(3), 6-9
61. Levinson, D. J. (1978). The seasons of a man′s life. Random House LLC.
62. Liden, R C., Graen, G. (1980). Generalizability of the Vertical Dyad Linkage Model of Leadership. Academy of Management Journal, 1980, 23(3):451-465
63. 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.
64. London, M., & Stumpf SA. (1983). Effects of candidate characteristics on management promotion decisions: An experimental study. Personnel Psychology, 36, 241-259.
65. Longenecker, C O.& Fink, L.S.(2008).Key criteria in twenty first century management promotional decisions, Career Development International, .13,.241-51.
66. Lombardo, M. M., & Eichinger, R. W. (2000). High Potentials as High Learners. Human Resource Management, 39(4), 321-329.
67. Lyness, K. S., & Heilman, M. E. (2006). When fit is fundamental: performance evaluations and promotions of upper-level female and male managers. Journal of Applied Psychology, 91, 777-785.
68. 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.
69. Merchant, K. A., Stringer, C., & Theivanthampillai, P. (2010). Relationships between objective and subjective performance ratings. Working paper, University of Southern California.
70. McCall, M. W. (1998). High flyers: Developing the next generation of leaders. Harvard Business Press.
71. 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.
72. Ng, T. W. & 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(1), 207-235.
73. NG Thomas,LT Eby,KL Sorensen,DC Feldman. (2005). Predictors of objective and subjective career success: a meta-analysis. Personnel Psychology, 58(2):367–408
74. Noe, R. A. (1988). An investigation of the determinants of successful assigned mentoring relationships. Personnel psychology, 41(3), 457-479.
75. Peluchette & Jeanquart, (2000). Professionals′ use of different mentor sources at various career stages: implications for career success. The Journal of Social Psychology, 140(5):549-564
76. Pepermans, R., Vloeberghs, D., & Perkisas, B. (2003). High potential identification policies: an empirical study among Belgian companies. Journal of Management Development, 22(8), 660-678.
77. Ragins, B. R., & Cotton, J. L. (1999). Mentor functions and outcomes: a comparison of men and women in formal and informal mentoring relationships. Journal of Applied Psychology, 84(4), 529-550.
78. Ragins, B. R. & McFarlin, D. B. (1990). Perceptions of mentor roles in cross-gender mentoring relationships. Journal of Vocational Behavior, 37(3), 321-339.
79. Ragins, B. R. & Scandura, T. A. (1994). Gender differences in expected outcomes of mentoring relationships. Academy of management Journal, 37(4), 957-971.
80. Ready, D. A., Conger, J. A., & Hill, L. A.(2010). Are you a high potential, Harvard Business Review, June, 78-84.
81. Reddin, W. R. (1970). Managerial Effectiveness. McGraw- Hill., N. Y.
82. Rogers, R.W., & Smith, A.B. (2004). Finding Future Perfect Senior Leaders: Spotting Executive Potential. Employment Relations Today, 31(1).
83. Rogers, R. W. & Smith, A. B. (2007). Finding future perfect senior leaders: Spotting executive potential. Bridgeville, PA: Development Dimensions International.
84. Robbins, A. (2003). Giant steps. New York: Simon & Schuster.
85. Rothwell, W. J. (2009). The manager′s guide to maximizing employee potential: quick and easy strategies to develop talent every day, New York: American Management Association.
86. Scandura, T. A. (1992). “Mentorship and career mobility: An empirical investigation.” Journal of Organizational Behavior, 13(2), 169-174.
87. Scandura, T. A., & Grean, G. B. (1984). Moderating Effects of Initial Leader-Member Exchange Status on the Effects of a Leadership Intervention. Journal of Applied Psychology, 69(3), 428-436.
88. Scandura, T. A., & Schriesheim, C. A. (1994). Leader-member exchange and supervisor career mentoring as complementary constructs in leadership research. Academy of management Journal, 37(6), 1588-1602.
89. Schermerhorn, J. R., Hunt, J. M., & Osborn, R. N. (2000). Managing Organizational Behavior, 6th ed., John Wiley & Sons, Inc., New York.
90. 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.
91. Sessa, V. I. (2001). Executive promotion and selection. How People Evaluate Others in Organizations. Mahwah, NJ: Erlbaum.
92. Sharma, R., & Bhatnagar, J. (2009). Talent management – competency development: key to global leadership. Industrial and Commercial Training, 41(3), 118-132.
93. Silzer, R., & Church, A. H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psychology, 2(4), 377-412.
94. Silzer, R., & Church, A. H. (2010). Identifying and Assessing High Potential Talent: Current Organizational Practices. In R. F. Silzer and B. E. Dowell (Eds.) Strategy Driven Talent Management: A Leadership Imperative, Jossey Bass: San Francisco (in press).
95. Slan, R., & Hausdorf, P. (2004). Leadership succession: High potential identification and development. Toronto: University of Guelph/MICA Management Resources.
96. Spreitzer, G. M., McCall, M. W., & Mahoney, J. D. (1997). Early identification of international executive potential. Journal of Applied Psychology, 82(1), 6-29.
97. 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.
98. Taylor, R. N. (1975). Preferences of Industrial Managers for Information Sources in Making Promotion Decisions. Journal of Applied Psychology, 60, 269-772.
99. Thomas, C. H., & Lankau, M. J. (2009). Preventing burnout: The effects of LMX and mentoring on socialization, role stress, and burnout. Human Resource Management, 48(3), 417-432.
100. Tiffan, B. (2009). Are You Considered A “High Potential” ? Physician Executive, 35(2), 74-77.
101. Turner, R. H. (1960). Sponsored and contest mobility and the school system. American Sociological Review, 855-867.
102. Van Scotter, J., Motowidlo, S. J., & Cross, T. C. (2000). Effects of task performance and contextual performance on systemic rewards. Journal of Applied Psychology, 85(4), 526-535.
103. Walker, J. W., & LaRocco, J. M. (2002). Perspectives: Talent pools: The best and the rest. HR. Human Resource Planning, 25(3), 12-14.
104. Wanberg, C. R., Kammeyer-Mueller, J., & Marchese, M. (2006). Mentor and protégé predictors and outcomes of mentoring in a formal mentoring program. Journal of Vocational Behavior, 69(3), 410-423.
105. 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(5), 577-595.
106. Werner, JM.(1994) Dimensions that make a difference: examining the impact of in-role and extra-role behaviors on supervisory ratings, Journal of Applied Psychology,79, 98–107.
107. Wexley, K. N., & Klimoski, R. (1984). Performance appraisal: An update. In K. M. Rowland & G. R. Ferris (Eds.), Research in personnel and human resources management, 2, 35–79. Greenwich, CT: JAI Press.
108. White, J. F. (1988). The perceived role of mentoring in the career development and success of academic nurse-administrators. Journal of Professional Nursing, 4(3), 178-185.
109. Whitely, W., Dougherty, T. W., & Dreher, G. F. (1991). Relationship of career mentoring and socioeconomic origin to managers′ and professionals′ early career progress. Academy of management journal, 34(2), 331-350.
110. Williams, L.J., & Anderson, S.E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behavior. Journal of Management, 17, 601–617.
111. Wilson, J. A., & Elman, N. S. (1990). Organizational benefits of mentoring. The Executive, 4(4), 88-94.
112. Zey, M. G. (1984). The mentor connection. Irwin Professional Publishing. |