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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/67674

    Title: 適應性績效與員工職涯成功關聯性之研究-以LMX為調節變項;The Study of the Relationship Between Adaptive Performance and Career Success, and The Moderating Effects of LMX
    Authors: 馬繼泰;Ma,Chi-Tai
    Contributors: 高階主管企管碩士班
    Keywords: 適應性績效;職涯成功;晉升力評分;主管-部屬交換關係;Adaptive Performance;Career Success;Promotability Ratings;Leader-member Exchange
    Date: 2015-06-29
    Issue Date: 2015-07-31 02:01:08 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 協助員工達成職涯上的成功,進而促成組織的成功,一直是組織在人才管理上的一項重要課題。晉升向來被多數組織及個人視為職涯成功的主要象徵,而晉升力評分不但是員工晉升時的重要指標,也是衡量員工職涯成功的關鍵因素之一。在傳統的組織內部晉升發展途徑,多半仍以員工的工作績效做為晉升力評分的重要決定因素。
    ;For organizational success, assisting employees in reaching career goals is always one of the major issues in the talent management. Promotion is considered as the obvious symbol of measuring career success by most individuals and organizations. Therefore, promotability rating is not only the main indicator for promotions of employee but one of the key elements indicating employee’s career success. In the traditional organizations, the main determinant of promotability ratings for employee promotions is mostly the job performance evaluation.
    Nowadays, the concept of adaptive performance for evaluating employees’ job performance is progressively developed in the field of human resource management. In the past, task performance usually ignores how individuals adapting the new task and the superior’s request. Compared to task performance which focuses on static views of data, adaptive performance emphasizes evaluating the ability of how individuals adjusting personal performance in the dynamic environment. Thus, adaptive performance should have more predictive capability for promotability ratings. In other perspective, most researches deem the social context one of the main factor of promotability ratings. Thus, Leader-member Exchange Theory (LMX) is taken into consideration as the moderating effect.
    In this study, we collected pair questionnaires from privately owned companies based on Taiwan and China in different industries. 503 valid paired questionnaires were returned for data analysis. This study analyzes the relationship of employees’ adaptive performance and supervisors’ promotability ratings with hierarchical multiple regression, also the moderating effect of LMX on the previous relationship. The results of regression analysis showed that adaptive performance had positively related to promotability ratings.
    Appears in Collections:[高階主管企管(EMBA)碩士班] 博碩士論文

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