組織職涯管理措施與職涯滿意之關聯-以員工職涯傾向為干擾變項;A Study on the Relationship between Organizational Career Management Practice and Career Satisfaction – Taking Career Intention of Employee as a Moderator

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/73696

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/73696

Title:	組織職涯管理措施與職涯滿意之關聯-以員工職涯傾向為干擾變項;A Study on the Relationship between Organizational Career Management Practice and Career Satisfaction – Taking Career Intention of Employee as a Moderator
Authors:	梁祐甄;Liang, Yu-Chen
Contributors:	人力資源管理研究所
Keywords:	職涯管理措施;職涯傾向;多變化職涯;無疆界職涯;職涯滿意;Career Management Practice;Career Intention;Protean Career;Boundaryless Career;Career Satisfaction
Date:	2017-07-10
Issue Date:	2017-10-27 12:10:09 (UTC+8)
Publisher:	國立中央大學
Abstract:	本研究主要目的在於探討組織實施職涯管理措施是否會提升員工職涯滿意，並以員工職涯傾向作為干擾變項，了解組織實施職涯管理措施時，是否會因員工職涯傾向不同而對職涯滿意有所影響。　　本研究使用問卷調查法，研究對象為目前有工作經驗者，問卷調查時間為2017年1月至2月，回收之有效問卷共351份，採用驗證性因素分析(CFA)驗證量表效度，並透過迴歸分析探討職涯規劃措施與人才培育措施對於職涯滿意的影響以及四種職涯傾向「多變化職涯傾向-自我導向」、「多變化職涯傾向-價值觀驅動」、「無疆界職涯傾向-心理流動」、「無疆界職涯-實體流動」的干擾效果。　　研究結果顯示，組織實施職涯規劃措施與人才培育措施可提升員工職涯滿意，干擾效果僅多變化職涯傾向-自我導向對職涯規劃措施與職涯滿意的關聯有正向影響，無疆界職涯傾向-實體流動對人才培育措施和多變化職涯傾向-自我導向對人才培育措施與職涯滿意的關聯有負向影響。　　根據本研究結果，建議未來組織可多實施職涯管理措施，不但能協助員工規劃職涯，更能提升員工之職涯滿意，另外，組織亦可依員工職涯傾向不同提供不同的職涯管理措施，以達到實施職涯管理措施的最大效用。 ;The purpose of this study is to examined the relationship between career management practice and career satisfaction, and understand the interference effect of career intention on these two variables. 　　Surveys from 351 employees were analyzed using CFA, correlation, regression to explore relationships between the variables. 　　The results suggested that the implementation of career management practice is related to employees’ career satisfaction positively in organizations, either career planning practice or cultivation of talent practice. Besides, the relationship between career planning and satisfaction was positively moderated by protean career( self-directed). Finally, the relationship between cultivation of talent and career satisfaction was negatively moderated by protean career( self-directed) and boundaryless mindset(physical movement). In the end of this article, some implications and limitations are discussed.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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