在現今社會變遷快速且多樣化的大環境下，企業間彼此競爭激烈，員工能力的發展與素質的提昇就是企業的競爭力之一。在企業組織中，人才是企業組織最重要的資產，而企業要如何發掘人才、發展其潛能，展現於工作上，並協助企業邁向成功，這些都是企業要重視的課題。本研究除了探討潛能、晉升力評分及員工職涯滿意的關聯性外，也探討主管部屬交換關係(LMX)、個人與主管適配在潛能對晉升力評分及員工職涯滿意的調節效果。 本研究樣本的蒐集包含了台灣地區及大陸地區，總共回收367份有效配對問卷。以階層迴歸分析本研究之假設驗證。研究結果顯示，潛能、晉升力評分及職涯滿意三者具明顯的關聯性，但加入LMX、個人與主管適配後，卻沒有明顯的調節效果。 ;With changing of social environment, enterprises are highly competitive with each other. One of the competitiveness of enterprises is the development of staff capacity and quality. Talent is the most important asset of business organization. These are the issues that companies should pay attention to develop employee’s potential. Besides discussing the relationship between promotability, career satisfaction and potential, the moderate effect of leader-member exchange and person and supervisor fit is discussed in the research. In the study, the samples are sourced from Taiwan and China. Totally 367 questionnaires are collected. The hypotheses are verified with hierarchical regression. The findings of the study results the main effect of regression analysis show that potential have positive relationship with promotability and career satisfaction. But after adding LMX and person and supervisor fit, there is no moderating effect.
