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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/64734

    Title: 員工績效與職涯成功之關連性-以LMX為調節變項;The Study of the Relationship Between Job Performance and Career Success: The Moderating Effects of LMX
    Authors: 梁雅芳;Liang,Ya-fang
    Contributors: 人力資源管理研究所
    Keywords: 任務性績效;適應性績效;LMX;職涯成功;無疆界職涯成功;晉升力評分;task performance;adaptive performance;LMX;career success;boundaryless career success;promotability ratings
    Date: 2014-07-17
    Issue Date: 2014-10-15 14:21:56 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 員工之組織行為是相當複雜的,不能僅以單一因素考量,而由過去諸多的研究可發現,探討組織行為必須同時考量個人與情境因素。參考Turner (1960)員工向上流動或職涯發展的研究認為惟有將競爭性移動系統與贊助性移動系統聯合後產生的交互作用效果來預測員工的職涯成功,才可能會有較高的預測效果。因此,在員工職涯發展的過程中,除了員工個人績效表現外,LMX亦是影響關鍵因子。
    ;Organizational behavior is quite complicated. As previous literature reviewed, both sutiational and individual factors should be taken into consideration when we discussed organizational behavior. We have found that job performance and LMX are two key elements indicating employee’s career success , as refer to Tuner (1960) mentioned in the report which can successfully forecast the organizational behavior by the interaction of contest and sponsor mobility.
    In this study, 176 valid questionnaires from 49 companies in different industries were collected for data analysis. After literatures reviewed, this study divided job performance into two factors, task performance and adaptive performance .And we was aimed to find out the relationship of promotability rating (traditional career success) and mobility rating (intra-boundaryless career success) with these two factors and focus on the moderating effect of LMX between job performance and career success at the same time.
    Based on the result of this survey, the main effect explained that job performance and career success consisted significant and positive relation. And we also found LMX can moderate the relationship between job performance and career success. So we need to pay attention to the impact to employee’s behavior by LMX in the organization.
    Appears in Collections:[人力資源管理研究所] 博碩士論文

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