本研究在探討組織提供之生涯管理措施對工作敬業度的影響，工作敬業程度除直接受組織生涯管理措施影響外，也可能受個人感知層面影響敬業程度，故本研究亦探討個人生涯成長感知及敬業行為之關聯性，並討論生涯適應力會強化組織生涯管理措施對生涯成長之間的正向效果。 本研究透過線上問卷調查，不限年齡、性別、教育程度、婚姻狀況、產業、職位、工作年資，廣發台灣地區全職工作者，有效問卷數為330份，問卷調查時間為2020年12月至2021年1月。採用階層式回歸及拔靴法驗證自變項為「組織生涯管理措施」；依變項為「工作敬業度」；中介變項為「生涯成長-生涯目標進展」、「生涯成長-生涯能力發展」；調節變項為「生涯適應力」之關聯性。 研究結果顯示，組織生涯管理措施與工作敬業度有正向關聯性、「生涯目標進展」、「生涯能力發展」部分中介組織生涯管理措施與工作敬業度，生涯適應力對組織生涯管理措施與生涯成長不具調節效果。 ;In this study, we explored the impact of career management practices provided by organizations on employee engagement. In addition to being directly affected by organizational career management practices, employee engagement may also be affected by personal perception. Therefore, this study also explored the relevance of professional behavior and personal career growth perception, and discussed whether career adaptability will strengthen the positive effects of organizational career management practices on career growth. This study used online questionnaire survey, regardless of age, gender, education level, marital status, industry, position, and working experience. The number of valid questionnaires is 330. The survey period is from December 2020 to January 2021. Hierarchical regression and bootstrapping method were used in this study. The independent variable was "organizational career management practices" the dependent variable was " employee engagement" the intermediary variables were "career growth-career goal progress" and "career growth-career ability development" the adjustment variable was the relevance of "career adaptability". The results showed that there was a positive correlation between organizational career management practices and employee engagement. "Career goal progress" and "career ability development" were partially intermediated organization career management practices and employee engagement. Career adaptability had no effect on organizational career management practices and career growth.
