Please use this identifier to cite or link to this item:
|Title: ||員工潛能因素探討;Factors of Employee Potential|
|Keywords: ||潛能;潛能因子;潛能構面;potential;factors of potential;dimensions of potential|
|Issue Date: ||2014-10-15 14:22:59 (UTC+8)|
;This study hopes to explore the factors of employee potentials and whether the gravity of these factors differ with different industries, positions, and nature of work, by not setting up any hypothesis or using past literature reference by the researcher, with the purpose to establish theory through data by qualitative research on grounded theory.
Based on grounded theory, the steps of coding conducted microanalysis, open coding, axial coding until selective coding, with frequencies of subcategory occurrences 9 and above, setting the level of code support until theoretical saturation was reached, and related information of coding analysis from each stage were reviewed by 2 independent experts. As with the results of selective coding analysis, it was completed after discussion and confirmation by the researchers, with the guiding researchers random checking whether coding analyses and themes were appropriate or desirable and providing comments on naming and definitions to the researchers.
Aside from providing the basis of the Theory on Potential rooted in Taiwan, this study discovered that female potential talents require stronger and better driving force in order to meet the changing roles in her career. Dimensions of potential with high potential talents indeed possess distinctness and difference in different industries. In dimensions of leadership of different positions, the difference in gravity between base level managers and middle level managers is larger, and this gravity has a tendency to increase as the position advances; analysis of positions and nature of work discovered that the changes in gravity among dimensions of leadership between base level managers and middle level managers are much larger in administrative management, research and development, and technical support. The result of this study proved to be consistent with the result of the Western research on potential. In addition, dimensions of interpersonal sensitivity, as composed by three types of factors of potential (interpersonal relationship, trustworthiness, and stakeholder operating capacity) is more of a Western research on potential with dimensions of Eastern characteristics. The development of research on potential should understand the differences in cultural effect and value cross-cultural effects on potential.
|Appears in Collections:||[人力資源管理研究所碩士在職專班 ] 博碩士論文|
Files in This Item:
All items in NCUIR are protected by copyright, with all rights reserved.