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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/77303


    Title: 員工潛能與職涯成功之關聯性研究─以主管信任為中介變項之探討
    Authors: 張蜀玫;Chang, Shu-Mei
    Contributors: 高階主管企管碩士班
    Keywords: 潛能;主管信任;職涯成功;晉升力評分;晉升次數;職涯滿意度;人才管理;Potential;Supervisor Trust;Promotability;Promotion;Career Satisfaction;Talent Management
    Date: 2018-07-17
    Issue Date: 2018-08-31 14:31:23 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 職涯成功一直是學者及從業人員所關注的議題,本研究主要為透過實證研究來探討員工潛能與職涯成功之關聯性研究,問卷分兩階段發放,探討主管信任在潛能與職涯成功之間扮演的中介角色,並綜合討論潛能對職涯滿意度、晉升力評分及晉升次數的影響,有助於讓主管或組織更了解透過何種方式能提高員工對於職涯成功的感知。

    本研究針對11家國內企業調查,蒐集主管與部屬配對問卷,有效配對共計260份。研究結果發現,當部屬擁有認知決策力、學習驅策力、挫折復原力、社會力與影響力時,主管就會對其產生信任,進而正向影響員工晉升力評分程度。最後,透過後續的研究限制與建議,將提供未來研究學者之參考方向。;Career success is an important issue in the company. This study focuses on the relationship between employee potential and career success. In this study, questionnaire survey is based on eleven enterprises in Taiwan.

    Participants in this study were 260 individuals from companies of Taiwan. The results showed that (1) employee’s potential has positive effect on promotability; (2) supervisor trust has positive effect on promotability; (3) employee’s potential has positive effect on promotability via supervisor trust.

    Employee who has high potential is more likely to handle unexpected challenges in the future. The relationship between employee potential (cognitive ability, learning ability, sociability, drive for excellence, influence), promotability, promotions and career satisfaction mediated through affect-based supervisor’s trust. Finally, this study also provides some implications and research limitations for future research.
    Appears in Collections:[高階主管企管(EMBA)碩士班] 博碩士論文

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