博碩士論文 100427005 詳細資訊




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姓名 黃冠智(Guan-Jhih Huang)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 潛能、個人與主管適配與主管晉升力評分 的關聯性
(The correlation of supervisor promotability ratings between potential and person and supervisor fit.)
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摘要(中) 過去在考量晉升決策時,通常以工作績效、年資、工作經驗或是教育程度等等作為參考的準則,然而組織鑲嵌於極為複雜且快速變動的環境下,組織變得更加地多元化,在這樣的情況下,以過去為導向的變數已經無法準確預測部屬在更高一職位時的表現,因此以未來導向的潛能變數作為晉升時的考量,可能更能夠準確地晉升到對的部屬。除此之外,強調階層關係的華人社會中,主管與部屬間的關係會視雙方間的聯繫程度而決定,因此,個人與主管間的適配更能夠描繪此現象。
本研究透過問卷調查台灣與大陸共66家私人的企業,樣本分布於科技製造業、一般製造業、服務業以及金融/保險業等,並且於兩段不同的時間點透過紙本郵寄、電子問卷以及親手轉交,以配對的方式請主管評核直屬部屬的潛能以及晉升力評分,而受評部屬方面則是填寫與直屬主管間的契合程度。
結果發現,無論是潛能抑或是個人與主管之適配,皆與主管晉升力評分呈現正向且顯著的影響,其中,潛能對於主管之晉升力評分的顯著效果最為強烈。最後,透過後續的討論與建議,提供日後相關研究的參考方向。
摘要(英) In the past, when considering the promotion decision, supervisors usually think of performance, tenure, job experience and education as the principle of promotion. However, because of the rapid change of environment, organization had became more and more diversified. Under such circumstance, it had not been accurate to predict the performance of subordinate’s on higher position by considering the past-oriented variables. Taking “potential ” variable into account may choose the right subordinate on higher position. In addition, because we think highly of stratum under Chinese society, superiors may depend on the relationship with their subordinates, in this case, the fit between supervisor and subordinate can depict Chinese society phenomenon more precisely.
This study is based on the questionnaire survey of 66 enterprises in China and Taiwan, and the result shows that both potential and the fit between supervisor and subordinate are positive and significant to supervisor promotability ratings. Finally, this study also provides some follow-up discussion and suggestion to further research.
關鍵字(中) ★ 潛能
★ 個人與主管適配
★ 晉升力評分
★ 職涯成功
關鍵字(英) ★ potential
★ person and supervisor fit
★ promotability ratings
★ career success
論文目次 中文摘要 i
英文摘要 ii
致謝 iii
目錄 iv
圖目錄 v
表目錄 v
第一章 緒論 1
第二章 文獻探討 6
第一節 晉升力評分 6
第二節 潛能 7
第三節 個人與主管之適配 10
第四節 潛能與晉升力評分之影響 13
第五節 個人與主管契合度與晉升力評分之影響 14
第三章 研究方法 16
第一節 研究架構 16
第二節 研究對象與流程 17
第三節 研究變項衡量 18
第四節 資料分析與統計方法 23
第四章 研究結果 24
第一節 信度與效度分析 24
第二節 相關分析 30
第三節 迴歸分析 32
第五章 結論與討論 34
第一節 結論與討論 34
第二節 學術與實務貢獻 36
第三節 管理意涵 38
第四節 研究限制與建議 39
中文參考文獻 40
英文參考文獻 41
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2. 莊璦嘉、林惠彥(2005)。個人與環境適配對工作態度與行為之影響,台灣管理學刊,5卷1期,123-148。
3. 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。
4. 鄭仁偉、廖文志、翁振益、林仲威(2001)。組織招募研究: 個人與組織契合的研究觀點,環境與管理研究,2卷2期,73-90。
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指導教授 林文政(Wen-Jeng Lin) 審核日期 2013-7-18
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