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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/64728

    Title: 員工職涯成功預測因素的探討 ─主管信任的中介角色;Career Success : The Mediating Effect of Supervisor’s Trust
    Authors: 周芊伶;Chou,Chien-ling
    Contributors: 人力資源管理研究所
    Keywords: 任務性績效;適應性績效;領導與部屬交換;個人與主管配適;職涯成功;信任;Task Performance;Adaptive Performance;Leader-Member Exchange;Person and Supervisor fit;Career Success;Trust
    Date: 2014-07-11
    Issue Date: 2014-10-15 14:21:40 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 職涯成功代表了個人於工作經驗中所累積正向心理或預期的成就,對於個人與組織而言皆相當重要,過去在考量員工的職涯成功時,包含許多變數,例如工作績效、年資、工作經驗或是教育程度等等作為參考的準則,然而在影響職涯成功過程中,非正式的互動變數鮮少受到探討,因此本研究嘗試了解競爭性與贊助性兩種流動與職涯成功關係中使否存在主管的認知型與情感型信任,透過主管的信任角色影響員工的職涯成功。特別在強調階層關係的華人社會中,許多資源或資訊取得往往會與主管的垂直聯繫所影響,因此嘗試了解垂直信任關係於員工職涯達成之中介角色。
    ;Career success is on behalf of individuals’ cumulative positive psychology or expected work experience in achievement, which is important to employee and organization. In the past, when considering employees’ career success, they usually included many variables, such as job performance, seniority, work experience or education level, etc. as a reference criterion. However informal interaction variables rarely been discussed in career success. This study attempts to understand contest and sponsorship of two kinds of mobility relationships and career success. Whether this two kinds of mobility through supervisors’ trust, cognitive and affective trust to influence career success. Particularly in Chinese society emphasized the hierarchical relationship, many resources or information obtained often affected by the contact with the head of vertical relationship. As a result, we try to understand the role vertical relationship of trust in employees’ career success.
    In this study, questionnaire survey is based on Taiwan and China enterprises. Regression results show that the two flows enable employees to get promoted to through different trusts. Research results show that the relationship between the task and adaptive performance and promotability ratings mediated through cognitive trust. The relationship between LMX and P-S fit and promotability ratings mediated through affective trust.
    Appears in Collections:[人力資源管理研究所] 博碩士論文

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