任務性績效、晉升力評分和員工職涯滿意的關聯性－以主管教練行為和LMX為調節變項;The relationship of task performance, promotability ratings and employee’s satisfaction – intermediating factors by coaching behavior and LMX

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題名:	任務性績效、晉升力評分和員工職涯滿意的關聯性－以主管教練行為和LMX為調節變項;The relationship of task performance, promotability ratings and employee’s satisfaction – intermediating factors by coaching behavior and LMX
作者:	黃瑞玲;Huang,Jui-Ling
貢獻者:	高階主管企管碩士班
關鍵詞:	任務性績效;晉升力評分;職涯滿意;主管教練行為;LMX;Task Performance;Promotability Ratings;Employee’s Satisfaction;Coaching behavior;LMX
日期:	2015-07-21
上傳時間:	2015-09-23 12:36:40 (UTC+8)
出版者:	國立中央大學
摘要:	隨著社會環境的變遷及員工個人價值觀的改變，要如何達到員工晉升力評分與職涯滿意，不能僅以單一因素為考量，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，多分別探討「競爭性移動系統」與「贊助性流動系統」對職涯成功的影響，交互作用學派認為，組織行為是一個特定的人與某個特定情境交互作用的結果，探討組織行為必須同時考慮個人與情境因素。本研究採跨產業樣本蒐集之方式，樣本來源自兩岸私人企業總共發放問卷1200份，回收後配對成功之有效問卷有530份。以階層迴歸分析方式，檢驗數據資料並驗證本研究之假設。本研究以「任務性績效」作為競爭性流動層面的預測變數；並以「主管教練行為」及「LMX」為贊助性流動層面的變數，探討其對於上述關聯性的調節效果，期能全面探討晉升力評分與職涯滿意的影響要素。根據迴歸分析的結果顯示，任務性績效對於晉升力評分和職涯滿意間具有顯著的關連性。 ;With changing of social-economics and changing of employee’s values and working attitudes, we have to reconsider how to inspire employees’ satisfaction on career and make promotability ratings higher. Not only one way thinking, personal and situational factors must be also included in studies of exploring organizational behaviors because piles of findings in related fields. From point of view of Transactional Analysis, focusing on effects of contest mobility and sponsored mobility on career success, organizational behaviors represent symbol of interaction of someone in some situations. That is, personal and situational factors are basics in understanding organizational behaviors. In the study, the samples are sourced from companies and enterprises located at Taiwan and China across various industries. Totally 1200 questionnaires are collected and effective copies are 530. The hypothesis are verified with hierarchical regression.
顯示於類別:	[高階主管企管（EMBA）碩士班] 博碩士論文

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