組織在人才管理上的一項重要課題在於協助員工達成職涯上的成功，進而促成組織的成功。而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一項重要指標，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。 在人力資源管理領域，近年來的新主題在於探討追隨力，而追隨力又可分為為外顯追隨力及內隱追隨力。內隱追隨力顯示會與彼此認知的主管部屬交換關係、主管對部屬的喜愛程度、工作績效有一定的關連性。也就是說內隱追隨力會影響部屬的工作績效。唯這個過程當中，並沒有太多研究針對內隱追隨力去探討部屬晉升的可能影響。 本研究結合上述議題，採用鄭宜潔(2016)開發之內隱追隨力量表進行跨產業樣本蒐集之方式，由台灣及大陸兩岸各產業類型之民營企業，回收成功之459份有效問卷，以結構方程式探討內隱追隨力、工作績效及晉升力評分的關聯性。研究結果說明，內隱追隨力與晉升力評分間具有顯著的正向關係，對於未來晉升的可能性有正向的關聯性，進而預測職涯成功。;An important issue for organizations in talent management is supporting employees to achieve their career success that can accordingly drive organizational success. Promotability rating is not only an important index of employee promotion, but also a key element for evaluating employees’ career success. On the internal promotional development path of the traditional organizations, most of them still take employee performance for a major decision element of promotability rating. In the HR management field, followership is a new topic which has been discussed in recent years. Followership can be divided into explicit followership and implicit followership. In terms of implicit followership, it shows the correlation among the cognitive leader-member exchange relationship, the degree of subordinates’ liking for their supervisors and job performance. With the above issues, this study adopted an implicit followership scale developed by Yi-Chieh Cheng (2016) to collect cross-industry data. A total of 459 valid questionnaires are returned from the private companies in Taiwan and China. A structural equation modeling is used to investigate the association among implicit followership, job performance and promotability rating and simultaneously observe the mediating effects on the exchange relationship between leaders and members of the social network and the degree of supervisors’ liking. The results of this study show that implicit followership has a significant positive association with promotability rating and then can predict employees’ career success.
