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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/67969

    Title: 職涯展望強度對工作滿意度、工作績效及離職傾向之影響-以T公司維修及運務部門為例;The Study of Relationships among Career Development, Job Satisfaction, Job Performance and Turnover Intention: A Case Study of Maintenance and Operation Department in Company T
    Authors: 廖珮伶;Liao,Pei-ling
    Contributors: 人力資源管理研究所在職專班
    Keywords: 職涯展望;工作滿意度;工作績效;離職傾向;career development;job satisfaction;job performance;turnover intention
    Date: 2015-07-09
    Issue Date: 2015-09-23 10:05:57 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 在知識經濟時代,企業非常重視人力資本是否能完全展現其價值,因此,企業人力資源管理政策大多著重於使員工展現高績效行為,並從中投資相當多心力及成本,但如果企業未明確讓員工瞭解其職涯展望或員工本身不清楚職涯方向而離職時,則必定造成企業人力資本流失。
    因此,企業除了著重使員工展現高績效行為之外,亦應重視員工之職涯發展,提供學習發展機會,並給予回饋與幫助,讓員工在組織內找到適合自己發展的方向與職涯路徑,此舉將提升員工對工作滿意度,並可確保員工對其組織的貢獻,才能為企業帶來更深沉且持續的價值。;Organizations invest many efforts in HRM policies hoping to enhance employees high performance work behaviors and create values for companies. However, if employees do not know their career directions or the organization does not provide employees with career development opportunities, it is a loss for the company because employees would tend to leave. Thus, this study examines how career development is related to job satisfaction, job performance and turnover intention by collecting samples from the Maintenance and Operation departments of Company T.
    Results indicate that the relationships of career development to both job performance and turnover intention would be influenced by job satisfaction. That is, when a company fails to provide employees with career development, not only job satisfaction but also job performance and turnover intention are affected due to the lack of learning and development opportunities.
    This study concludes that organizations should not only focus on employees high performance work behaviors, but also provide employees with career development opportunities and feedback. By doing so, employees could have a clear career development direction which could in turn lead to an increase in job satisfaction and create more value for companies.
    Appears in Collections:[人力資源管理研究所碩士在職專班 ] 博碩士論文

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