| DC 欄位 |
值 |
語言 |
| DC.contributor | 高階主管企管碩士班 | zh_TW |
| DC.creator | 鄭錇婷 | zh_TW |
| DC.creator | Pei-Ting Cheng | en_US |
| dc.date.accessioned | 2019-6-17T07:39:07Z | |
| dc.date.available | 2019-6-17T07:39:07Z | |
| dc.date.issued | 2019 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=106450047 | |
| dc.contributor.department | 高階主管企管碩士班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 企業如何激發員工潛能增加其適應性績效達成職涯滿意度，是人力資源管理的重要課題。對人力高流動率的技術性服務業，如寵物美容產業尤其重要,師徒制存在此類技術性服務業人力訓練由來已久，本研究期望對他企業進行問卷調查，探討潛能、適應性績效、職涯滿意度、師徒功能之間的關係與影響。
本研究進行問卷調查方式，針對台灣和大陸共25家企業進行訪查，問卷調查的樣本總計 422份為有效配對問卷，並於兩段不同的時間透過紙本郵寄、電子郵寄及親手轉交的方式發放問卷給主管填答，收集配對資料後以SPSS 22.0統計軟體和Amos21.0 統計軟體進行分析來驗證本研究之假設模型與假說檢定。結果顯示（1)適應性績效在潛能和職涯滿意度關係中具有中介效果;(2)師徒功能在適應性績效與職涯滿意度中具有調節效果;(3)在潛能.適應性績效.職涯滿意度中師徒功能調節式中介為不顯著。 | zh_TW |
| dc.description.abstract | It’s always an important issue for human resource management about how the enterprise could inspire the potential of employees to increase their adoptive performance thus to approach their career satisfaction. This is especially important to those service industries that require professional techniques and skills and are at the same time of high stuff turnover rate, such as pet grooming. It has been a long time that the mentor ship remains the only way of stuff-training mean for these categories of technique-requiring service industries. This research is to study the interactive incidences and effects among the parameters mentioned above : the potential, the adoptive performance, the career satisfaction and the mentor ship by means of questionnaire.
The study is processed with questionnaire to 25 enterprises from Taiwan and mainland China. There are 422 effective questionnaires. The supervisors of each enterprise will receive the questionnaires by mail, email or hand over in person twice in the interval of one month that are with different questions each time. The effective answers are analyzed by the software SPSS 22.0 and Amos21.0 once gathered in order to verify the hypothetical model and the hypothesis test. The result shows that :
The adoptive performance plays the roll of intermediary between the potential and the career satisfaction.The mentor ship holds the moderation effect toward the adoptive performance and the career satisfaction.The moderation effect is obvious of the mentorship towards the potential, the adoptive performance and the career satisfaction while not very obvious on the moderating intermediary. | en_US |
| DC.subject | 潛能 | zh_TW |
| DC.subject | 適應性績效 | zh_TW |
| DC.subject | 師徒功能 | zh_TW |
| DC.subject | 職涯滿意度 | zh_TW |
| DC.subject | potential | en_US |
| DC.subject | adoptive performance | en_US |
| DC.subject | mentor ship | en_US |
| DC.subject | career satisfaction | en_US |
| DC.title | 員工潛能、適應性績效與職涯滿意度之關聯性研究－以師徒功能為調節式中介變項 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |