博碩士論文 110427004 詳細資訊




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:18.224.67.34
姓名 朱思羽(Szu-Yu Chu)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 探討菁英人才管理措施對人才態度及其離職率之影響-以知覺職涯支持為中介與感知義務為調節變項
(Talent Management and Employee Outcomes: The Mediating Role of Perceived Career Support and the Moderating Role of Felt Obligation)
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]
  1. 本電子論文使用權限為同意立即開放。
  2. 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。
  3. 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) 菁英人才管理近年來被視為是創造組織內成功的關鍵因素,基於社會交換理論及工作鑲嵌理論,組織透過識別、選擇、發展、評估、激勵和保留菁英人才,以維持組織的可持續性競爭優勢,是各國組織都高度關注的議題。本研究將主要檢驗菁英人才管理措施對菁英人才的正向影響,提高我們對菁英人才管理措施對菁英人才態度與行為之間關係的機制的理解。
本研究針對在台31間企業之菁英人才做問卷調查,採用階層線性模式(Hierarchical Linear Modeling, HLM)同時探討組織實施菁英人才管理措施對菁英人才離職率之影響,以及透過知覺職涯支持對菁英人才個人的離職傾向與職涯成功之影響,以及感知義務的調節效果。研究結果發現,菁英人才管理措施與菁英人才實際離職率、知覺職涯支持、離職傾向及職涯成功具有顯著影響;其次,知覺職涯支持在菁英人才管理措施與離職傾向、職涯成功間具有部分中介效果;最後,感知義務在知覺職涯支持與職涯成功間具有正向調節效果。本研究在最後亦將研究結果與實務做法結合提出建議措施,對學術及業界提供更多有關菁英人才管理措施的重要資訊。
摘要(英) In recent years, talent management has been regarded as a key factor in creating organizational success. Based on social exchange theory and job embedding theory, organizations identify, select, develop, evaluate, incentivize, and retain talent to maintain sustainable competitive advantages. This is a highly relevant issue for organizations worldwide. This study examines the positive impact of talent management practices on talent, enhancing our understanding of the mechanisms that underlie the relationship between talent management practices and attitudes and behaviors of talent.
This study surveyed talent in 31 Taiwanese enterprises using hierarchical linear modeling (HLM) to examine the effects of organizational implementation of talent management practices on talent turnover rates, as well as the effects of perceived career support on individual turnover intentions and career success among talent, as well as the moderating effect of felt obligation. The results indicate that talent management practices are related to actual talent turnover rates, perceived career support, turnover intentions, and career success. Additionally, perceived career support partially mediates the relationship between talent management practices and turnover intentions and career success. Finally, felt obligation has a positive moderating effect on the relationship between perceived career support and career success. In conclusion, this study combines research findings with practical recommendations for academics and practitioners to provide important information on talent management practices.
關鍵字(中) ★ 菁英人才管理
★ 知覺職涯支持
★ 離職率
★ 離職傾向
★ 職涯成功
★ 感知義務
★ 階層線性模式
關鍵字(英) ★ Talent Management
★ Perceived Career Support
★ Turnover Rate
★ Turnover Intention
★ Career Success
★ Felt Obligation
★ Hierarchical Linear Modeling
論文目次 中文摘要 I
ABSTRACT II
致謝 III
目錄 IV
表目錄 VI
圖目錄 VII
第一章 緒論 1
1-1研究背景與動機 1
1-2研究目的 5
1-3預期研究貢獻 6
第二章 文獻探討 7
2-1菁英人才管理 7
2-1-1菁英人才的定義 7
2-1-2菁英人才管理的定義 8
2-2知覺職涯支持 9
2-3感知義務 10
2-4職涯成功 11
2-5菁英人才管理措施與離職率及離職傾向之關聯性 12
2-6菁英人才管理措施與職涯成功之關聯性 13
2-7菁英人才管理措施對知覺職涯支持的影響 14
2-8知覺職涯支持之中介效果 15
2-9感知義務的調節作用 18
第三章 研究方法 21
3-1研究架構 21
3-2研究對象與資料蒐集程序 22
3-3研究工具 23
3-3-1菁英人才管理 23
3-3-2離職傾向 23
3-3-3職涯成功 23
3-3-4知覺職涯支持 24
3-3-5感知義務 24
3-3-6離職率 24
3-4分析方法 25
第四章 研究結果 26
4-1 研究資料來源及樣本特性 26
4-2 信度與效度分析 28
4-2-1信度分析 28
4-2-2 收斂效度與區辨效度 28
4-3 驗證性因素分析 31
4-4相關分析 31
4-5 假設模型檢驗 32
4-5-1菁英人才管理措施對菁英人才離職率的影響驗證 33
4-5-2菁英人才管理措施對離職傾向、職涯成功跨層次效果的檢定 34
4-5-3菁英人才管理措施對知覺職涯支持跨層次效果的檢定 35
4-5-4知覺職涯支持中介效果之驗證 36
4-5-5感知義務之調節效果驗證 38
第五章 結論與建議 40
5-1 研究結果與討論 40
5-2 研究貢獻 42
5-3 管理意涵 44
5-4 研究限制與建議 44
第六章 參考文獻 46
參考文獻 溫福星, & 邱皓政. (2009). 組織研究中的多層次調節式中介效果: 以組織創新氣氛, 組織承諾與工作滿意的實證研究為例. 管理學報, 26(2), 189-211.
張偉豪, & 統計學. (2011). SEM 論文寫作不求人: 三星統計發行.
黃芳銘. (2015). 結構方程模式-理論與應用: 台灣五南圖書出版股份有限公司.
溫福星, & 邱皓政. (2009). 組織研究中的多層次調節式中介效果: 以組織創新氣氛, 組織承諾與工作滿意的實證研究為例. 管理學報, 26(2), 189-211.
Al Aina, R., & Atan, T. (2020). The impact of implementing talent management practices on sustainable organizational performance. Sustainability, 12(20), 8372.
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of management, 29(1), 99-118.
Arshadi, N. (2011). The relationships of perceived organizational support (POS) with organizational commitment, in-role performance, and turnover intention: Mediating role of felt obligation. Procedia-Social and Behavioral Sciences, 30, 1103-1108.
Arthur, M. B., Hall, D. T., & Lawrence, B. S. (1989). Generating new directions in career theory: The case for a transdisciplinary approach. Handbook of career theory, 7, 25.
Arthur, M. B., Khapova, S. N., & Wilderom, C. P. (2005). Career success in a boundaryless career world. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(2), 177-202.
Ashton, C., & Morton, L. (2005). Managing talent for competitive advantage: Taking a systemic approach to talent management. Strategic HR review, 4(5), 28-31.
Bakker, A. B., & Demerouti, E. (2007). The job demands‐resources model: State of the art. Journal of managerial Psychology, 22(3), 309-328.
Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career development international.
Bakker, A. B., & Demerouti, E. (2014). Job demands–resources theory. Wellbeing: A complete reference guide, 1-28.
Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & stress, 22(3), 187-200.
Bambacas, M., & Kulik, T. C. (2013). Job embeddedness in China: How HR practices impact turnover intentions. The International Journal of Human Resource Management, 24(10), 1933-1952.
Barley, S. R. (1989). Careers, identities, and institutions: The legacy of the Chicago School of Sociology.
Beaubien, J. M., Hamman, W. R., Holt, R. W., & Boehm-Davis, D. A. (2001). The application of hierarchical linear modeling (HLM) techniques to commercial aviation research. Paper presented at the Proceedings of the 11th annual symposium on aviation psychology.
Bhatnagar, J. (2008a). Managing capabilities for talent engagement and pipeline development. Industrial and commercial training.
Bhatnagar, J. (2008b). Talent management strategies in India. In The changing face of people management in India (pp. 180-206): Routledge.
Björkman, I., Ehrnrooth, M., Mäkelä, K., Smale, A., & Sumelius, J. (2013). Talent or not? Employee reactions to talent identification. Human Resource Management, 52(2), 195-214.
Blackman, I. D., Holland, C. P., & Westcott, T. (2013). Motorola′s global financial supply chain strategy. Supply Chain Management: An International Journal.
Blau, P. M. (1964). Social exchange theory. Retrieved September, 3(2007), 62.
Boudreau, J. W., & Ramstad, P. M. (2005). Talentship, talent segmentation, and sustainability: A new HR decision science paradigm for a new strategy definition. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 44(2), 129-136.
Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the academy of marketing science, 16, 74-94.
Bentler, P. M. (1983). Some contributions to efficient statistics in structural models: Specification and estimation of moment structures. Psychometrika, 48, 493-517.
Bliese, P. D. (1998). Group size, ICC values, and group-level correlations: A simulation. Organizational research methods, 1(4), 355-373.
Bosker, R., & Snijders, T. A. (2011). Multilevel analysis: An introduction to basic and advanced multilevel modeling. Multilevel analysis, 1-368.
Browne, M. W., & Cudeck, R. (1992). Alternative ways of assessing model fit. Sociological methods & research, 21(2), 230-258.
Caesens, G., & Stinglhamber, F. (2014). The relationship between perceived organizational support and work engagement: The role of self-efficacy and its outcomes. European Review of Applied Psychology, 64(5), 259-267.
Caligiuri, P. (2006). Developing global leaders. Human Resource Management Review, 16(2), 219-228.
Callanan, G. A., & Greenhaus, J. H. (2008). The baby boom generation and career management: A call to action. Advances in Developing Human Resources, 10(1), 70-85.
Cantrell, S., & Benton, J. M. (2007). The five essential practices of a talent multiplier. Business Strategy Series.
Cappelli, P. (2008). Talent management for the twenty-first century. Harvard business review, 86(3), 74.
Cappelli, P. (2009). A supply chain model for talent management. People and Strategy, 32(3), 4-7.
Chambers, E. G., Foulon, M., Handfield-Jones, H., Hankin, S. M., & Michaels III, E. G. (1998). The war for talent. The McKinsey Quarterly(3), 44.
Chami-Malaeb, R., & Garavan, T. (2013). Talent and leadership development practices as drivers of intention to stay in Lebanese organisations: The mediating role of affective commitment. The International Journal of Human Resource Management, 24(21), 4046-4062.
Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19(4), 304-313.
Cropanzano, R., Anthony, E. L., Daniels, S. R., & Hall, A. V. (2017). Social exchange theory: A critical review with theoretical remedies. Academy of management annals, 11(1), 479-516.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of management, 31(6), 874-900.
De Boeck, G., Meyers, M. C., & Dries, N. (2018). Employee reactions to talent management: Assumptions versus evidence. Journal of Organizational Behavior, 39(2), 199-213.
De Vos, A., Dewettinck, K., & Buyens, D. (2009). The professional career on the right track: A study on the interaction between career self-management and organizational career management in explaining employee outcomes. European Journal of Work and Organizational Psychology, 18(1), 55-80.
Devi, S. (2017). Impact of talent management on organizational performance: Role of employee engagement. International Journal of Management Studies, 4(1), 2231-2528.
Dries, N., & De Gieter, S. (2014). Information asymmetry in high potential programs: A potential risk for psychological contract breach. Personnel Review, 43(1), 136-162.
Dries, N., & Pepermans, R. (2008). “Real” high‐potential careers: An empirical study into the perspectives of organisations and high potentials. Personnel Review.
Dries, N., & Pepermans, R. (2012). How to identify leadership potential: Development and testing of a consensus model. Human Resource Management, 51(3), 361-385.
Dries, N., Pepermans, R., & Carlier, O. (2008). Career success: Constructing a multidimensional model. Journal of vocational behavior, 73(2), 254-267.
Dries, N., Pepermans, R., & De Kerpel, E. (2008). Exploring four generations′ beliefs about career: Is “satisfied” the new “successful”? Journal of managerial Psychology.
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.
Du Plessis, L., Barkhuizen, N., Stanz, K., & Schutte, N. (2015). The management side of talent: Causal implications for the retention of generation Y employees. Journal of Applied Business Research (JABR), 31(5), 1767-1780.
Eby, L. T., Butts, M., & Lockwood, A. (2003). Predictors of success in the era of the boundaryless career. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(6), 689-708.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of applied psychology, 86(1), 42.
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of applied psychology, 75(1), 51.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of applied psychology, 71(3), 500.
Eisenberger, R., Lynch, P., Aselage, J., & Rohdieck, S. (2004). Who takes the most revenge? Individual differences in negative reciprocity norm endorsement. Personality and Social Psychology Bulletin, 30(6), 787-799.
Farndale, E., Scullion, H., & Sparrow, P. (2010). The role of the corporate HR function in global talent management. Journal of world business, 45(2), 161-168.
Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. Journal of world business, 49(2), 262-271.
Foa, E. B., & Foa, U. G. (1980). Resource theory. In Social exchange (pp. 77-94): Springer.
Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. In: Sage Publications Sage CA: Los Angeles, CA.
Galagan, P. (2008). Talent management: what is it, who owns it, and why should you care? T AND D, 62(5), 40.
Gallardo-Gallardo, E., Nijs, S., Dries, N., & Gallo, P. (2015). Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human Resource Management Review, 25(3), 264-279.
Gallardo-Gallardo, E., & Thunnissen, M. (2016). Standing on the shoulders of giants? A critical review of empirical talent management research. Employee Relations.
Gattiker, U. E., & Larwood, L. (1986). Subjective career success: A study of managers and support personnel. Journal of business and psychology, 1(2), 78-94.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American sociological review, 161-178.
Grant, A. M., & Patil, S. V. (2012). Challenging the norm of self-interest: Minority influence and transitions to helping norms in work units. Academy of Management Review, 37(4), 547-568.
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.
Gupta, V. (2019). Talent management dimensions and their relationship with retention of Generation-Y employees in the hospitality industry. International Journal of Contemporary Hospitality Management.
Guzzo, R. A., & Noonan, K. A. (1994). Human resource practices as communications and the psychological contract. Human Resource Management, 33(3), 447-462.
Höglund, M. (2012). Quid pro quo? Examining talent management through the lens of psychological contracts. Personnel Review.
Hackman, J. R., & Lawler, E. E. (1971). Employee reactions to job characteristics. Journal of applied psychology, 55(3), 259.
Hall, D. T. (2002). Careers in and out of organizations: Sage.
Handfield-Jones, H., Michaels, E., & Axelrod, B. (2001). Talent management: A critical part of every leader′s job. Ivey Business Journal, 66(2), 53-74.
Heslin, P. A. (2005). Conceptualizing and evaluating career success. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(2), 113-136.
Hobfoll, S. E. (2001). The influence of culture, community, and the nested‐self in the stress process: Advancing conservation of resources theory. Applied psychology, 50(3), 337-421.
Hofmann, D. A. (1997). An overview of the logic and rationale of hierarchical linear models. Journal of management, 23(6), 723-744.
Holmes, C., & Mayhew, K. (2015). Over-qualification and skills mismatch in the graduate labour market. London: Chartered Institute of Personnel and Development.
Holtom, B. C., & Inderrieden, E. J. (2006). Integrating the unfolding model and job embeddedness model to better understand voluntary turnover. Journal of managerial issues, 435-452.
Howard, A., & Bray, D. W. (1988). Managerial lives in transition: Advancing age and changing times: Guilford Press.
Huselid, M. A., Becker, B. E., & Beatty, R. W. (2005). The workforce scorecard: Managing human capital to execute strategy: Harvard Business Press.
Hair, J., Anderson, R., Tatham, R., & Black, W. (1998). Factorial analysis. Multivariate Data Analysis. Fifth edition. New Jersey: Prentice Hall.
Heck, R. H., & Thomas, S. L. (2015). An introduction to multilevel modeling techniques: MLM and SEM approaches using Mplus: Routledge.
Hu, L. t., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural equation modeling: a multidisciplinary journal, 6(1), 1-55.
Iles, P., Chuai, X., & Preece, D. (2010). Talent management and HRM in multinational companies in Beijing: Definitions, differences and drivers. Journal of world business, 45(2), 179-189.
Institute, H. C., & Technology, V. (2008). The role of HR in the age of talent. Human Capital Leadership Excellence e-Journal, 1(6), 1-33.
Joo, B.-K., & Lee, I. (2017). Workplace happiness: work engagement, career satisfaction, and subjective well-being. Paper presented at the Evidence-based HRM: A global forum for empirical scholarship.
Khoreva, V., & Vaiman, V. (2015). Intent vs. action: Talented employees and leadership development. Personnel Review, 44(2), 200-216.
Khoreva, V., Vaiman, V., & Van Zalk, M. (2017). Talent management practice effectiveness: investigating employee perspective. Employee Relations.
King, K. A. (2016). The talent deal and journey: Understanding how employees respond to talent identification over time. Employee Relations.
King, L. A. (2016). The science of psychology: An appreciative view: McGraw-Hill Education.
Kong, F., Zhao, J., & You, X. (2012). Emotional intelligence and life satisfaction in Chinese university students: The mediating role of self-esteem and social support. Personality and individual differences, 53(8), 1039-1043.
Kraimer, M. L., & Wayne, S. J. (2004). An examination of perceived organizational support as a multidimensional construct in the context of an expatriate assignment. Journal of management, 30(2), 209-237.
Kreft, I. G., Kreft, I., & de Leeuw, J. (1998). Introducing multilevel modeling: Sage.
Kozlowski, S. W., & Klein, K. J. (2000). A multilevel approach to theory and research in organizations: Contextual, temporal, and emergent processes.
Lee, Y., Kwon, K., Kim, W., & Cho, D. (2016). Work engagement and career: Proposing research agendas through a review of literature. Human Resource Development Review, 15(1), 29-54.
Lengnick-Hall, M. L., & Andrade, L. S. (2008). Talent staffing systems for effective knowledge management. Smart Talent Management-Building Knowledge Assets for Competitive Advantage, 33-65.
Lewis, R. E., & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), 139-154.
Lin, C. (2005). A cross-level examination of organizational citizenship behavior: An analysis using hierarchical linear modeling (HLM). Journal of management, 22(4), 503-524.
Lindley, D. V., & Smith, A. F. (1972). Bayes estimates for the linear model. Journal of the Royal Statistical Society: Series B (Methodological), 34(1), 1-18.
Lockwood, N. R. (2006). Talent management: Driver for organizational success. HR magazine, 51(6), 1-11.
Lyria, R. K., Namusonge, G., & Karanja, K. (2017). Role of talent management on organisation performance in companies listed in Nairobi securities exchange in Kenya.
Maas, C. J., & Hox, J. J. (2005). Sufficient sample sizes for multilevel modeling. Methodology: European Journal of Research Methods for the Behavioral and Social Sciences, 1(3), 86.
Management, W. (2007). A framework for talent management. Work force Management, 86(12), 7-12.
McDonnell, A., Collings, D., & Burgess, J. (2012). Asia Pacific perspectives on talent management. Asia Pacific Journal of Human Resources, 50(4), 391-398.
Mellahi, K., & Collings, D. G. (2010). The barriers to effective global talent management: The example of corporate elites in MNEs. Journal of world business, 45(2), 143-149.
Mensah, J. K. (2019). Talent management and employee outcomes: A psychological contract fulfilment perspective. Public Organization Review, 19(3), 325-344.
Michaels, E., Handfield-Jones, H., & Axelrod, B. (2001). The war for talent: Harvard Business Press.
Mäkelä, K., Björkman, I., & Ehrnrooth, M. (2010). How do MNCs establish their talent pools? Influences on individuals’ likelihood of being labeled as talent. Journal of world business, 45(2), 134-142.
Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover: Academic press.
Moynihan, D. P. (1993). Defining deviancy down. The American Scholar, 62(1), 17-30.
Mathieu, J. E., & Taylor, S. R. (2007). A framework for testing meso‐mediational relationships in Organizational Behavior. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 28(2), 141-172.
Naeem, R. M., Channa, K. A., Hameed, Z., Akram, M., & Sarki, I. H. (2019). How does perceived career support make employees bright-eyed and bushy-tailed? The mediating role of career self-efficacy. Australian Journal of Career Development, 28(2), 92-102.
Narayanan, A. (2016). Talent management and employee retention: Implications of job embeddedness-a research agenda. Journal of Strategic Human Resource Management, 5(2).
Narayanan, A., Rajithakumar, S., & Menon, M. (2019). Talent management and employee retention: An integrative research framework. Human Resource Development Review, 18(2), 228-247.
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.
Nunnally, J. C., & Bernstein, I. (1978). Psychometric testing. In: New York: McGraw-Hill.
Nunnally, J. C., & Bernstein, I. (1978). Psychometric testing. In: New York: McGraw-Hill.
Osborne, J. W. (2000). Advantages of hierarchical linear modeling. Practical Assessment, Research, and Evaluation, 7(1), 1.
Parasuraman, S., Purohit, Y. S., Godshalk, V. M., & Beutell, N. J. (1996). Work and family variables, entrepreneurial career success, and psychological well-being. Journal of vocational behavior, 48(3), 275-300.
Poon, J. M. (2013). Relationships among perceived career support, affective commitment, and work engagement. International Journal of Psychology, 48(6), 1148-1155.
Raudenbush, S. W., & Bryk, A. S. (2002). Hierarchical linear models: Applications and data analysis methods (Vol. 1): sage.
Reina, C. S., Rogers, K. M., Peterson, S. J., Byron, K., & Hom, P. W. (2018). Quitting the boss? The role of manager influence tactics and employee emotional engagement in voluntary turnover. Journal of leadership & organizational studies, 25(1), 5-18.
Reindl, R. (2007). TALENT MANAGEMENT-Growing Talent at Edwards Lifesciences-Edwards Lifesciences provides employees with the skills and knowledge to adapt and grow in the medical device industry. T+ D, 38.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature. Journal of applied psychology, 87(4), 698.
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: Antecedents and effects on job performance. Academy of management Journal, 53(3), 617-635.
Robertson, A., & Abbey, G. (2003). Managing Talented People: Getting on with-and Getting the Best from-Your Top Talent: Pearson Education.
Robinson, S. L., Kraatz, M. S., & Rousseau, D. M. (1994). Changing obligations and the psychological contract: A longitudinal study. Academy of management Journal, 37(1), 137-152.
Rousseau, D. (1995). Psychological contracts in organizations: Understanding written and unwritten agreements: Sage publications.
Rousseau, D. M. (1990). New hire perceptions of their own and their employer′s obligations: A study of psychological contracts. Journal of Organizational Behavior, 11(5), 389-400.
Schein, E. H. (1990). Career anchors and job/role planning: The links between career pathing and career development.
Sharma, R., & Bhatnagar, J. (2009). Talent management–competency development: key to global leadership. Industrial and commercial training.
Shaw, J. D., Gupta, N., & Delery, J. E. (2005). Alternative conceptualizations of the relationship between voluntary turnover and organizational performance. Academy of management Journal, 48(1), 50-68.
Shuck, B., & Reio Jr, T. G. (2014). Employee engagement and well-being: A moderation model and implications for practice. Journal of leadership & organizational studies, 21(1), 43-58.
Skuza, A., Scullion, H., & McDonnell, A. (2013). An analysis of the talent management challenges in a post-communist country: the case of Poland. The International Journal of Human Resource Management, 24(3), 453-470.
Smith, A. F. (1973). A general Bayesian linear model. Journal of the Royal Statistical Society: Series B (Methodological), 35(1), 67-75.
Sonnenberg, M., Koene, B., & Paauwe, J. (2011). Balancing HRM: the psychological contract of employees: A multi‐level study. Personnel Review, 40(6), 664-683.
Stahl, G. K., Chua, C. H., Caligiuri, P., Cerdin, J.-L. E., & Taniguchi, M. (2007). International assignments as a career development tool: Factors affecting turnover intentions among executive talent. INSEAD Business School Research Paper(2007/24).
Stebbins, R. A. (1970). Career: The subjective approach. The Sociological Quarterly, 11(1), 32-49.
Swailes, S., & Blackburn, M. (2016). Employee reactions to talent pool membership. Employee Relations, 38(1), 112-128.
Tan, K. P. (2008). Meritocracy and elitism in a global city: Ideological shifts in Singapore. International Political Science Review, 29(1), 7-27.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel psychology, 46(2), 259-293.
Thunnissen, M. (2016). Talent management: For what, how and how well? An empirical exploration of talent management in practice. Employee Relations.
Thunnissen, M., Boselie, P., & Fruytier, B. (2013). A review of talent management:‘infancy or adolescence?’. The International Journal of Human Resource Management, 24(9), 1744-1761.
Tymon Jr, W. G., Stumpf, S. A., & Doh, J. P. (2010). Exploring talent management in India: The neglected role of intrinsic rewards. Journal of world business, 45(2), 109-121.
Ulrich, D. (2008). The talent trifecta. Development and Learning in Organizations: An International Journal.
Van Dyk, J., Coetzee, M., & Takawira, N. (2013). Satisfaction with retention factors as predictors of the job embeddedness of medical and information technology services staff. Southern African Business Review, 17(1), 57-75.
Wooldridge, A. (2006). The battle for brainpower. The Economist, 5(10), 2006.
YENER, M. İ., Gurbuz, F. G., & Pinar, A. (2017). Development and validation of a talent management measurement instrument. Journal of Business Economics and Finance, 6(3), 233-245.
Yin-Fah, B. C., Foon, Y. S., Chee-Leong, L., & Osman, S. (2010). An exploratory study on turnover intention among private sector employees. International Journal of Business and Management, 5(8), 57.
指導教授 林文政(Wen-Jeng Lin) 審核日期 2023-6-20
推文 facebook   plurk   twitter   funp   google   live   udn   HD   myshare   reddit   netvibes   friend   youpush   delicious   baidu   
網路書籤 Google bookmarks   del.icio.us   hemidemi   myshare   

若有論文相關問題,請聯絡國立中央大學圖書館推廣服務組 TEL:(03)422-7151轉57407,或E-mail聯絡  - 隱私權政策聲明