| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所在職專班 | zh_TW |
| DC.creator | 高瑜婷 | zh_TW |
| DC.creator | Yu-Ting Kao | en_US |
| dc.date.accessioned | 2023-7-6T07:39:07Z | |
| dc.date.available | 2023-7-6T07:39:07Z | |
| dc.date.issued | 2023 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=110457028 | |
| dc.contributor.department | 人力資源管理研究所在職專班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 本研究旨在探討企業如何透過菁英人才管理策略的實施，增加員工敬業度，進而提升職涯滿意度。同時，考慮到現今員工越來越注重自我認知的意識，本研究也探討主動職涯行為在人力資源策略中扮演的角色及其影響。
在現今全球經濟競爭日趨激烈的環境下，菁英人才已成為企業成功的關鍵，有計畫性和系統性的菁英人才管理措施能夠使菁英人才在企業中發揮最大效益，並提高員工的工作動機和敬業態度，對企業的目標實現和吸引力有著極大的幫助，由於菁英人才管理必須由企業主動執行，且需要適應各自的經營環境和人才需求，而使每家企業實施人才管理的情況都不同。
因此本研究使用階層線性模型將菁英人才管理措施與主動職涯行為置於組織層級，探討菁英人才管理與措施是否透過跨層級影響工作敬業度進而增加員工職涯滿意度，並且加入主動職涯行為做為調節因子。本研究針對有執行菁英人才管理措施的31家台灣企業，總計共收回254份問卷，其研究分析結果顯示：(1)菁英人才管理措施會正向影響職涯滿意度；(2)菁英人才管理措施會正向影響工作敬業度；(3)菁英人才管理措施會透過工作敬業度正向影響職涯滿意度；(4)主動職涯行為在菁英人才管理措施與職涯滿意度具有負向調節效果。人才管理策略必須以以人為本為出發點，尤其是針對菁英人才的管理。唯有如此，企業才能在激烈的人才競爭中脫穎而出。 | zh_TW |
| dc.description.abstract | This study aims to explore how companies can increase employee engagement and career satisfaction through the implementation of elite talent management strategies.
Additionally, considering the growing awareness of self-awareness among employees today, this study also examines the role and impact of proactive career behaviors in human resource strategies.
In today′s highly competitive global economic environment, talent management has become the key to corporate success. Planned and systematic talent management practices measures can enable talent to achieve maximum efficiency in the company and improve employee motivation and dedication. It has great help in achieving corporate goals and enhancing the company′s attractiveness. However, since talent management practices must be actively implemented by companies and needs to adapt to their respective business environments and talent needs, each company′s talent management situation may differ.
Therefore, this study uses a hierarchical linear model to place elite talent management measures and proactive career behaviors at the organizational level and explores whether elite talent management and measures affect job engagement across levels to increase employee career satisfaction. Career behavior as a moderating factor. In this study, 31 Taiwanese companies that have implemented elite talent management measures received a total of 254 questionnaires. The research and analysis results show that: (1) elite talent management measures will positively affect career satisfaction; (2) elite talent management measures will positively affect career satisfaction; Talent management measures will positively affect job engagement; (3) Elite talent management measures will positively affect career satisfaction through job engagement; degree has a negative regulatory effect. Talent management strategies must be people-oriented, especially for the management of elite talents. Only in this way can enterprises stand out in the fierce competition for talents. | en_US |
| DC.subject | 菁英人才管理措施 | zh_TW |
| DC.subject | 工作敬業度 | zh_TW |
| DC.subject | 職涯滿意度 | zh_TW |
| DC.subject | 主動職涯行為 | zh_TW |
| DC.subject | Talent Management Practices | en_US |
| DC.subject | Career satisfaction | en_US |
| DC.subject | Work Engagement | en_US |
| DC.subject | Proactive Career Behavior | en_US |
| DC.title | 菁英人才管理措施對職涯滿意度之影響：以工作敬業度為中介與主動職涯行為調節效果之探討 | 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 |