領導潛能量表之建立

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：81

、訪客IP：3.23.92.127

姓名

賴聽柔(Ting-jou Lai) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

領導潛能量表之建立
(The Scale Development of Leadership Potential)

相關論文

★ 組織精簡與員工態度探討 - 以A公司人力重整計劃為例。	★ 訓練成效評估及影響訓練移轉之因素探討----一項時間管理訓練之研究
★ 主管領導風格、業務員工作習慣及專業證照對組織承諾與工作績效之相關研究	★ 研發專業人員職能需求之研究-以某研究機構為例
★ 人力資本、創新資本與組織財務績效關聯性之研究	★ 企業人力資源跨部門服務HR人員之角色、工作任務及所需職能之研究
★ 新進保全人員訓練成效之評估	★ 人力資源專業人員職能之研究－一項追蹤性的研究
★ 影響企業實施接班人計劃的成功因素	★ 主管管理能力、工作動機與工作績效之關聯性探討─以A公司為例
★ 影響安全氣候因子之探討-以汽車製造業為例	★ 台電公司不同世代員工工作價值觀差異及對激勵措施偏好之研究
★ 不同的激勵措施對員工工作滿足及工作投入之影響性分析	★ 工作價值觀、工作滿足對組織承諾之影響(以A通訊公司研發人員為例)
★ 薪資公平知覺與組織承諾關係之探討－以內外控人格特質為干擾變項	★ 改善活動訓練成效評量之研究

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

至系統瀏覽論文 ( 永不開放)

摘要(中)

潛能(potential)的衡量是非常重要的，早在1983年，London & Stumpf便將潛能作為預測晉升評分的要素，近期研究亦陸續指出潛能對晉升力的預測效果甚至較工作績效的預測效果更佳。近年來，潛能逐漸被區分為領導潛能(leadership potential)和專家潛能(experts/mastery potential)，本研究所探討的潛能是為領導潛能，欲了解領導潛能的內涵為何，並經由科學化建立流程，發展具信效度的領導潛能量表。在研究方法上，過去相關研究多為質性研究，缺乏統計實證，本研究試圖填補此項研究缺口，除了進行實務數據發放與統計分析外，更結合西方研究與華人社會兩種不同的觀點探討潛能的內涵。本研究透過文獻探討與訪談，歸納整理出12個領導潛能子構面，透過與專家討論進行內容效度檢驗後，完成初步的量表題項編撰，共50題。實際將初步題項進行前測發放共得到156份有效樣本，經統計分析後留下36個題項，萃取出的七個子構面是為認知思考、學習發展、持續力、接納回饋、適應性、組織價值適配，以及人際關係，累積解釋變異量為78.69%，七個子構面皆與三項效標(晉升評分、高階晉升評分、組織內水平移動)達顯著。正式發放共得到228份有效樣本，經由驗證性因素分析後，發現前測所提出的七因子模式適配情況良好(χ2 /df=2.197、RMR=.089、SRMR=.0544、IFI=.910、CFI=.909)，並具有收斂效度、區別效度與信度。
研究結果可協助實務界進行人才甄選、人才定位或接班人/晉升評選標準，亦能夠填補「績效-潛能矩陣」在潛能軸向的衡量缺口，在未來研究中則能夠與職涯成功連結，作為傳統職涯成功與無疆界職涯成功的預測變數。

摘要(英)

The measurement of “potential” is of importance as compared to job performance, potential is a better predictor of promotability. Potential may be classified as “leadership potential” and “experts/mastery potential”. In this study, the meaning of leadership potential would be discussed, and the scale of leadership potential would be developed. In stead of the past qualitative potential studies the content of leadership potential was explored in two different perspectives(Western and Chinese) in this quantitative study.
After literature review and interviews, 12 sub-dimensions and 50 questions of leadership potential. In the pre-test, exploratory factor analysis (n=156) reserved 36 questions and 7 domensions, cognitive thinking, learning and development, sustainability, feedback acceptable, adaptability, person-organization fit, and interpersonal relationships, which were significantly related to three criterion (promotability, top promotability and internal-organization horizontal movement). The results of confirmatory factor analysis (n=228) showed the 7 domension model of leadership potential scale fit the data best of reliability and validity.
These results will be helpful in talent selection, talent positioning and the development of succession/promotion criteria. Moreover, the gap of the measure of potential in “Performance- Potential Matrix" might be filled. In the future studies, leadership potential may be discussed as a predictor of career success.

關鍵字(中)

★ 潛能
★ 領導潛能
★ 晉升評分
★ 職涯成功
★ 量表發展
★ 績效-潛能矩陣

關鍵字(英)

★ potential
★ leadership potential
★ promotability
★ career success
★ scale development
★ performance - potential matrix

論文目次

中文摘要 ....................................................................................................................................... V
ABSTRACT ................................................................................................................................ VI
目錄 ........................................................................................................................................... VIII
表目錄........................................................................................................................................... IX 第一章緒論 ................................................................................................................................ 1
第一節研究動機..................................................................................................................... 1
第二節研究目的................................................................................................................... 12
第二章領導潛能文獻回顧與質性訪談 ................................................................................. 13
第三章領導潛能量表前測 ...................................................................................................... 37
第四章領導潛能量表正式題項確定 ..................................................................................... 49 第五章綜合討論 ....................................................................................................................... 55 第一節結論與討論 .............................................................................................................. 55 第二節學術與實務貢獻 ...................................................................................................... 59 第三節管理意涵................................................................................................................... 61 第四節研究限制與建議 ...................................................................................................... 62 參考文獻 ...................................................................................................................................... 64 (一) 中文文獻 ....................................................................................................................... 64 (二) 英文文獻 ....................................................................................................................... 64
附錄：個別訪談題目................................................................................................................... 71

參考文獻

參考文獻 (一) 中文文獻
1. 王宣惠(2011)。企業員工潛能內涵的探索性分析(未出版之碩士論文)。國立中央大學，桃園市。
2. 吳文亭(2012)。潛能與工作績效對員工晉升力的影響(未出版之碩士論文)。國立中央大學，桃園市。
3. 吳明隆、張毓仁(2010)。結構方程模式實務應用秘笈。台北：五南。
4. 洪光遠，鄭慧玲譯(1995)。人格心理學(原作者：Lawrence A. Pervin)。台北：桂冠圖書公司。(原著出版年：1989)
5. 俞志緯(2013)。任務性、脈絡性及適應性績效對晉升力之影響(未出版之碩士論文)。國立中央大學，桃園市。
6. 姚開屏、陳坤虎(1998)。如何編製一份問卷—以「健康相關生活品質」問卷為例。職能治療學會雜誌，16，1-24[特稿]。
7. 唐容笙(2012)。員工潛能量表之建立(未出版之碩士論文)。國立中央大學，桃園市。
8. 陳億貞譯，鄭昭明校訂(2006)。Sternberg, R. J. ,Pathway to psychology(2nd ed.)，普通心理學。台北：雙葉書廊。
9. 葉譯元(2011)。潛能、工作績效、挑戰性工作經驗與晉升力關聯性之研究(未出版之碩士論文)。國立中央大學，桃園市。
10. 楊國樞(1989)。中國人的蛻變。台北：桂冠圖書公司。 11. 藍美貞、薑佩秀譯(2001)。Robert wood & Tim Payne，Competency-Based Rcruitment and Selection，職能招募與甄選。臺北：商周出版社。 (二) 英文文獻
1. Armenakis, A. A & Bernerth, J. B. & Pitts, J. P & Walker, H Jack. (2007). Organizational Change Recipients’ Beliefs Scale: Development of an Assessment Instrument, Journal of Applied Behavioral Science, 43(4) : 481-505.
2. Allworth, E., & Hesketh, B. (1999). Construct-oriented biodata: Capturing change-related and contextually relevant future performance, International Journal
of Selection and Assessment, 7(2): 97-111.
3. Arthur, M. B., Khapova, S. N., Wilderom, C. P. M.,(2005). Career success in a boundaryless career world, Journal of Organizational Behaviour, 26(2) : 177-202.
4. Bagozzi, R.P. and Yi, Y.(1988). On the Evaluation of Structural Equation Mdels, Academy of Marking Science , 16 : 76-94.
5. Belet, D. (2007). Are “high potential” executives capable of building learning-oriented organizations ? Reflections on the French case, Journal of Workplace Learning, 19(7) : 465-475.
6. Bhatnagar, J. (2008). Managing capabilities for talent engagement and pipeline development. Industrial and Commercial Training, 40(1) : 19-28.
7. Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to included elements of contextual performance. Personnel Selection in Organizations, 71-98.
8. Bollen, K. A. (1989). Structural equations with latent variables. New York: John Wiley & Sons.
9. Boyatzis, D. (1982). The competence manager: A model for effective performance. N.Y.: John Wiley & Son.
10. Breaugh, James A. (2011). Modeling the managerial promotion process. Journal of Managerial Psychology , 26 (4): 264-277
11. Browne, M.W., & Cudeck, R. (1993). Alternative ways of assessing model fit. In K. A. Bollen & J. S. Long (Eds.), Testing structural equation models. Newbury Park, CA: Sage.
12. Church, A. H. (2006). Bring on the high potentials—Talent assessment at PepsiCo. In the symposium: Talent Management: Will the High Potentials Stand Up? Allan Church(Chair). Annual Conference of the Society of Industrial / Organizational Psychology, May 6th, Houston, Texas.
13. Chung, Po-Pui., & Leung, K. (2001). Effects of performance information and physical attractiveness on managerial decisions about promotion. Journal of Social Psychology, 128(6): 791-801.
14. Churchill, G. A., Jr. (1979). A Paradigm for Developing Better Measures of Marketing Constructs. Journal of Marketing Research, 16: 64–73.
15. Conger, J A., & Fulmer, RM. (2003). Developing your leadership pipeline. Harvard Business Review, 81: 76–84.
16. Cooper, R. & Schindler, S. (1998). Business Research Methods, N.Y. : McGraw-Hill Inc.
17. Cope, F. (1998). Current issues in selecting high potentials. Human Resource Planning, 21(3): 15-17.
18. Corporate Leadership Council. (2005). Realizing the Full Potential of Rising Talent :A Quantitative Analysis of the Identification and Development of High-Potential Employees. Washington, DC: Corporate Executive Board.
19. Corporate Leadership Council. (2008). Identifying high-potential employees (HIPOs) through performance management processes. Washington DC: Corporate Executive Board.
20. Corporate Leadership Council. (2010). From Rising Stars to Successful Leaders, Washington, DC Corporate Executive Board.
21. Crocker, L., & Algina, J. (1986). Introduction to Classical and Modern Test Theory. Harcourt Brace Jovanovich College Publishers: Philadelphia
22. Derr, C.B. & Jones, C. & Toomey, E.L. (1988). Managing High-Potential Employees：Current Practices in Thirty-three U.S. Corporations. Human Resource Management, 27(3): 273-290.
23. Dowell B.E. (2010). Managing Leadership Talent Pools In R.F. Silzer & B.E. Dowell(Eds.). Strategy Driven Talent Management: A Leadership Imperative, Jossey Bass: San Francisco (in press). 24. Dries, N., & Pepermans, R. (2007). Using emotional intelligence to identify high potential: a meta competency perspective. Leadership & Organization Development Journal, 28(8): 749-770. 25. Dries, N., & Pepermans, R.(2008). “Real” high-potential careers: An empirical study into the perspectives of organizations and high potentials. Personnel Review, 37(1): 85-108.
26. Dries, N., & Pepermans, R. (2012). How to identify leadership potential: Development and testing of a consensus model, Human Resource Management, 51(3): 361-385.
27. Dries, N., & Ackerb, Van Frederik., & Verbruggena, Marijke.(2012). How ‘boundaryless’ are the careers of high potentials, key experts and average performers? Journal of Vocational Behavior, 81(2): 271–279.
28. Eby, L. T., Butts, M. M., & Lockwood, A. L. (2003). Predictors of success in the era of the boundaryless career. Journal of Organizational Behavior, 24: 689-709.
29. Ferrari, K.E., (2005). Processes To Assess Leadership Potential Keep Shell’s Talent Pipeline Full. Journal of organizational excellence, 24(3): 17-22.
30. Fornell, C., & Larcker, D. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18: 39-50.
31. Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of Management Journal, 33: 64-86.
32. Hair, J. F., Jr., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate data analysis (5th ed.). Upper Saddle River, NJ: Prentice-Hall.
33. Hay Group. (2008). Potential for what. Retrieved from www.haygroup.com.
34. Hayduk, L.A. (1987). Structural equations modeling with lisrel. Baltimore, MD: Johns Hopkins University Press, 396 pp. 35. Heslin, P.A. (2005). Conceptualizing and evaluating career success. Journal of Organizational Behavior, 26: 113-136.
36. Hinkin, Timothy R. (1998). A Brief Tutorial on the Development of Measures for Use in Survey Questionnaires. Organizational Research Methods, 1 (1): 104-121.
37. Hu, L. & Bentler, P.M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling, 6: 1-55.
38. Jackson, S. E. & Schuler, R. S. (2003). Managing Human Resources through Strategic Partnerships, 8th ed., South-Western, Mason, OH.
39. Jawahar, I. M., & Ferris, G. R. (2011). A Longitudinal investigation of task and contextual performance influences on promotability judgments. Human Performance, 24: 251-269.
40. Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The big five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 53: 621-651.
41. Kaplan M.＆Saccuzzo P. (1997). Psychological Testing, Phoenix Color Corporation, Inc.
42. Karaevli A, Hall DT. (2003). Growing leaders for turbulent times: Is succession planning up to the challenge? Organizational Dynamics, 32: 62-79.
43. Llusar, Bou. & Carlos, Juan. & Zornoza, Cesar Camison. (2002). Development and validation of a perceived business quality measurement instrument. The Quality Management Journal, 9(4), 23-38.
44. Lombardo, M.M. & Eichinger, R.W., (2000). High potentials as high learners, Human Resource Management, 39(4): 321-300.
45. London M., Stumpf S.A. (1983). Effects of candidate characteristics on management promotion decisions: An experimental study. Personnel Psychology, 36: 241-259.
46. Luthar, S. S.,Cicchetti, D.,Becker, B.(2000).The construct of resilience: A critical evaluation and guidelines for future work. Child Development,71(3): 543-562.
47. Lyness, K. S., & Heilman, M. E. (2006). When fit is fundamental: performance evaluations and promotions of upper-level female and male managers. Journal of Applied Psychology, 91: 777-785.
48. Martin, J. & Schmidt, C. (2010). How to keep your top talent. Harvard Business Review, 88 (5): 54-61.
49. Masten, A. S. (2001).Ordinary magic: Resilience processes in development. American Psychologist, 56(3): 227-238.
50. McClelland, D. C., (1973). Testing for Competence rather than for Intelligence, American Psychologist, 28(1):1-24.
51. McLagan, P. A., (1983). Models for Excellence, D.C., The American Society for Training and Development. 52. Ng, T.W.H., Eby, L.T., Sorensen, K.L., & Feldman, D.C. (2005). Predictors of objective and subjective career success: A meta-analysis. Personnel Psychology, 58: 367-408.
53. Nunnally, J. C. (1978). Psychometric Theory, N.Y.: McGraw-Hill.
54. Parasher, P. & McDaniel, S. L. (2008). Executive Talent Management: Creating and Implementing Practices That Drive Business Results. Workshop presented at the Annual conference of the Society of Industrial, Organizational Psychology, San Francisco.
55. Parry, S. B. (1998). Just What Is a Competency? And Why Should You Care?. Training, 35(6): 58-64.
56. Pepermans, R. & Vloeberghs, D. & Perkisas, B. (2003). High potential identification policies: an empirical study among Belgian companies. Journal of Management Development, 22(8): 660-780. 57. Pulakos E.D., Arad S., Donovan M.A. & Plamondon K.E.(2000). Adaptability in the Workplace: Development of a Taxonomy of Adaptive Performance. Journal of Applied Psychology, 85(4): 612-624.
58. Ready, D.A. & Conger, J.A. & Hill, L.A.(2010). Are you a high potential, Harvard Business Review, June: 78-84. 59. Rogers, R.W. & Smith, A.B. (2004). Finding future perfect senior leaders: Spotting executive potential, Employment Relations Today, ABI/INFORM Global.
60. Rothwell, William J.(2009). The manager’s guide to maximizing employee potential: quick and easy strategies to develop talent every day. New York : American Management Association.
61. Sessa VI. (2001). Executive promotion and selection. How people evaluate others in organizations. Mahwah, NJ: Erlbaum.
62. Sharma, R & Bhatnagar, J .(2009).Talent management - competency development: key to global leadership. Industrial and Commercial Training, 4(1): 118-132.
63. Silzer, R. F.(2006). Making a Difference in Talent Management. In the symposium: Talent Management: Will the High Potentials Stand Up? Allan Church (Chair). Annual Conference of the Society of Industrial / Organizational Psychology, May 6th, Houston,Texas.
64. Silzer, R. & Church, A.H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psychology, 2: 377-412.
65. Silzer, R. F. & Church, A. H. (2010). Identifying and Assessing High Potential Talent: Current Organizational Practices. Strategy Driven Talent Management: A Leadership Imperative. Jossey Bass: San Francisco.
66. Spencer,L.and Spencer,M.,.(1993). Competence At Work: Models for Superior Performance, N.Y.:John Wileyand Sons,Inc.
67. Spreitzer, G. M. & McCall, M. W. & Mahoney, J. D.(1997). Early identification of international executive potential. Journal of Applied Psychology, 82: 6-29.
68. Stadler, K. (2011).Talent reviews: the key to effective succession management. Business Strategy Series, 12(5): 264-271.
69. Taylor, R. N. (1975). Preferences of Industrial Managers for Information Sources in Making Promotion Decisions. Journal of Applied Psychology, 60: 269-772.
70. Tiffan, B. (2009). Are You Considered A “High Potential?”. Physician Executive Journal, March-April: 74-77.
71. Ulrich, D.& Brockbank, W. & Yeung, A. K. & Lake, D. G.(1995). Human Resource competencies: An empirical assessment. Human Resource Management, 34(4): 473-495.
72. Van Scotter, J. R., Motowidlo, S. J., & Cross, T. C. (2000). Effects of task performance and contextual performance on systematic rewards. Journal of Applied Psychology, 85: 526-535.
73. Viney, C. & Adamson, S. & Doherty, N. (1997). Paradoxes of fast-track career management, Personnel Review, 26 (3): 86-174.
74. Walker, J. W.& LaRocco, J. M. (2002). Perspectives: Talent pools: The best and the rest HR. Human Resource Planning, 25(3): 12-15.
75. Wang, H., Law, K.S. & Chen, Z.X. (2008). Leader-member exchange, employee performance, and work outcomes: an empirical study in the Chinese context. The International Journal of Human Resource Management, 19(10): 1809-1824.
76. Wells, L. (2009). Implementing Talent Management in Complex Organizations-Challenges and Approaches, Lyse Wells (Chair). Symposium presented at the Annual Conference of the Society of Industrial / Organizational Psychology, New Orleans, Louisiana.
77. Wexley, K. N., & Klimoski, R. (1984). Performance appraisal: An update. In K. M. Rowland & G. R. Ferris (Eds.), Research in personnel and human resources management, 2: 35-79.

指導教授

林文政(Weng -Jeng Lin)

審核日期

2013-7-26

推文