參考文獻 |
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. 余德成(1996)。品質管理人性面系統因素對工作績效的影響。國立中山大學企業管理研究所博士論文。
3. 沈俊吟(2013)。適應性績效對晉升力評分之影響-以LMX及關係年資為調節變項(未出版之碩士論文)。國立中央大學,桃園市。
4. 邱皓政(2006)。結構方程模式: LISREL的理論, 技術與應用。台北:雙葉書廊。
5. 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。
6. 陳順宇(2007)。結構方程模式 AMOS 操作。台北:三民出版社。
7. 陳真毓(2013)。工作績效和潛能對部屬晉升力評分的影響(未出版之碩士論文)。國立中央大學,桃園市。
8. 葉譯元(2013)。員工潛能對主管的晉升優勢評分的影響(未出版之碩士論文)。國立中央大學,桃園市。
9. 詹雅雯(2008)。探討影響工作輪調效益之因素研究─以銀行從業人員為例(未出版之碩士論文)。國立中央大學,桃園市。
10. 賴聽柔(2013)。領導潛能量表之建立(未出版之碩士論文)。國立中央大學,桃園市。
11. Allworth, E., & Hesketh, B. (1999). Construct-oriented biodata: Capturing change-related and contextually relevant future performance. International Journal of Selection and Assessment, 7, 97-111.
12. Arthur, M. B., Hall, D. T., & Lawrence, B. S. (1989). Handbook of career theory. New York: Cambridge University Press.
13. Arthur, M. B., & Rousseau, D. M. (Eds.). (1996). The boundaryless career: A new employment principle for a new organizational era. New York: Oxford University Press.
14. Arthur, M.B., Inkson, K. and Pringle, J.K. (1999), The New Careers: Individual Action and Economic Change. Sage, London.
15. Arthur, M. B., Khapova, S. N., & Wilderom, C. P. M. (2005). Career success in a boundaryless career world. Journal of Organizational Behavior, 26, 177-202.
16. Ashkenas, R., Ulrich, D., Jick, T., & Kerr, S. (2002). The boundaryless organization: Breaking the chains of organizational structure. San Francisco, CA: Jossey-Bass.
17. Atwater, J. B. Kannan, V. R., & Stevens. A. A. 2008. Cultivating systemic thinking in the next generation of business leaders. Academy of Management Learning & Education, 7(1), 9-25.
18. Awbrey, S. M. (2007). The dynamics of vertical and horizontal diversity in organization and society. Human Resource Development Review, 6(1), 7-32.
19. Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the academy of marketing science, 16(1), 74-94.
20. Barley, S. R. (1989). Careers, identities, and institutions: the legacy of the Chicago School of Sociology. In M. B. Arthur, D. T. Hall, & B. S. Lawrence (Eds.), Handbook of career theory (pp. 41–65). New York: Cambridge University Press.
21. Barnett, R. (2008). Identifying high potential talent. Minneapolis, MN: MDA Leadership Consulting, Inc.
22. Beechler, S., & Woodward, I. C. (2009), The global war for talent, Journal of International Management, 15(3), 273-285.
23. Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological bulletin, 88(3), 588.
24. Berns, G. (2008). Iconoclast: A Neuroscientist Reveals How to Think Differently. Boston: Harvard Business School Press.
25. Bird,A.(1994).Careers as repositories of knowledge: a new perspective on boundaryless careers, Journal of Organizational Behavior , 15 (4), 325-345.
26. Bird R, Smith EA. (2005). Signaling theory, strategic interaction, and symbolic capital. Current Anthropology, 46, 221-238.
27. Blau, P. (1964). Exchange and power in social life. New York: Wiley.
28. Blumberg, M., & Pringle, C. D. (1982). The missing opportunity in organizational research: Some implications for a theory of work performance. Academy of management Review, 7(4), 560-569.
29. Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. Personnel selection in organizations, 71(1993), 98.
30. Borman, W.C. (2004). The concept of organisational citizenship. Current Direction in Psychology Science. 13, 238–241. http://dx.doi.org/10.1111/j.0963- 7214.2004.00316.x.
31. Breaugh, J. A. (2011). Modeling the managerial promotion process. Journal of Managerial Psychology, 26(4), 264-277..
32. Briscoe, J. P., Hall, D. T., & DeMuth, R. L. F. (2006). Protean and boundaryless careers: An empirical exploration. Journal of Vocational Behavior, 69, 30–47.
33. Brouthers K.D.(2002).Institutional, Cultural and Transaction Cost Influences on Entry Mode Choice and Performance. Journal of International Business Studies, 33(2), 203-221.
34. Browne, M. W., & Cudeck, R(1993). Alternative ways of assessing model fit, Bollen KA, Long JS, Testing structural equation models, 136-162.
35. Buckingham, M., & Vosburgh, R. M. (2001). The 21st century human resources function: It’s the talent, stupid! Human Resource Planning, 24(4), 17–23.
36. Burke, P. J. (2001). Relationships among multiple identities. Bloomington, IN: The Future of Identity Theory and Research: A Guide for a New Century Conference.
37. Campbell, D J & Gingrich, K F (1986). The interactive effects of task complexity and participation on task performance: a field experiment. Organizational Behaviour and Human Decision Process, 38,162-180.
38. Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology Handbook of industrial and organizational psychology, 1, 687-732.
39. Cappelli, P. (1999). Career Jobs Are Dead. California Management Review, 42(1).
40. Cascio, W. F. (1995). Whither industrial and organizational psychology in a changing world of work?. American psychologist, 50(11), 928.
41. Cavallo, K., & Brienza, D. (2006). Emotional competence and leadership excellence at Johnson & Johnson. Europe’s Journal of Psychology, 2(1).
42. Chen, Z., Veiga, J. F., & Powell, G. N. (2011). A survival analysis of the impact of boundary crossing on managerial career advancement up to midcareer. Journal of Vocational Behavior, 79(1), 230-240.
43. Claudio Fernandez-Araoz , Boris Groysberg & Nitin Nohria (2011).How to Hang On to Your High Potentials. Harvard Business Review,62,66-73
44. Coleman, V. I, & Borman, W . C.(2000).Invest igating the underlying structure of the citizenship performance domain .Human Resource Management Review , 10, 25- 44.
45. Combe, I.A., Botschen, G. (2004) Strategy paradigms for the management of quality: dealing with complexity.European Journal of Marketing, 38(5/6),500-523.
46. Conway, J. M. (1999). Distinguishing contextual performance from task performance for managerial jobs. Journal of applied Psychology, 84(1), 3.
47. 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.
48. Corporate Leadership Council (2008). Identifying high–potential employees (HIPOs) through performance management processes. Washington DC: Corporate Executive Board.
49. Corporate Leadership Council. (2010). From Rising Stars to Successful Leaders. Washington, DC Corporate Executive Board.
50. Crant, J. M. (2000). Proactive behavior in organizations. Journal of management, 26(3), 435-462.
51. Daghir,M,M.,Zaydie,K.I.H.(2005). The measurement of strategic thinking type for top managers in Iraqi public organizations-cognitive approach , IJCM,15(1),34-46.
52. DeFillippi, R. J., & Arthur, M. B. (1996). Boundaryless contexts and careers: a competency-based perspective. In M. B. Arthur, & D. M. Rousseau (Eds.), The boundaryless career: A new employment principle for a new organizational era (pp. 116–131). New York: Oxford University Press.
53. De Pater, I. E., Van Vianen, A. E. M., Bechtoldt, M. N., & Klehe, U. C. (2009). Employees’ challenging job experiences and supervisors’ evaluations of promotability. Personnel Psychology, 62, 297-325.
54. DiPrete, T. A. (1987). Horizontal and vertical mobility in organizations. Administrative Science Quarterly, 422-444.
55. Dries, N. (2011). The meaning of career success: Avoiding reification through a closer inspection of historical, cultural, and ideological contexts. Career Development International, 16(4), 364-384.
56. 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.
57. Dries, N., Van Acker, F., & Verbruggen, M. (2012). How ‘boundaryless’ are the careers of hig potentials, key experts and average performers? Journal of Vocational Behavior, 81, 271- 279.
58. Dries, N., & Pepermans, R. (2012). How to identify leadership potential: Development and testing of a consensus model. Human Resource Management, 51(3), 361-385.
59. Eby, L. T., & DeMatteo, J. S. (2000). When the type of move matters: examining employee outcomes under various relocation situations. Journal of Organizational Behavior, 21, 677–687.
60. Eby, L. T. ,Butts, M. & Lockwood, A.(2003).Predictors of success in the era of the boundaryless career. Journal of Organizational Behavior, 24 (6) ,689-708.
61. Edwards, J. E., & Morrison, R. F. (1994). Selecting and classifying future naval officers: The paradox of greater specialization in broader areas. Personnel selection and classification, 69-84.
62. Enache, M., Sallan, J. M., Simo, P., & Fernandez, V. (2011). Examining the impact of protean and boundaryless career attitudes upon subjective career success. Journal of Management & Organization, 17(4), 459–473.
63. Erdogan, B., Kraimer, M.L., & Liden, R.C. (2004).Work value congruence and intrinsic career success: The compensatory roles of leader–member exchange and perceived organizational support. Personnel Psychology, 57(2), 305–332.
64. Femandez-Araoz, C., Groysberg, B., & Nohria, N. (2011). How to Hang On to Your High Potentials. Harvard Business Review, 89(10), 76-83.
65. Ferrarie, K.E., (2005). Processes To Assess Leadership Potential Keep Shell’s Talent Pipeline Full. Journal of organizational excellence, 24(3), 17-22.
66. Freeman, C., Soete, L., & Efendioglu, U. (1995). Diffusion and the Employment Effects of Information and Communcation Technology. Int′l Lab. Rev., 134, 587.
67. Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1).
68. Forrier, A., Sels, L., & Verbruggen, M. (2005). Career counseling in the new career era: A study about the influence of career types, career satisfaction and career management on the need for career counseling. DTEW Research Report 0580, 1-37.
69. Fulmer, R. M., & Bleak, J. L. (2008). The leadership advantage: How the best companies are developing their talent to pave the way for future success. New York, NY: AMACOM.
70. Gattiker, U.E. & L. Larwood (1989). Predictors for managers’ career mobility, success and satisfaction. Human Relations, 41(8), 569-591. Gattiker, U.E., & Larwood, L. (1989). Career success, mobility, and extrinsic satisfaction ofcorporate managers. Social Science Journal, 26, 75–92.
71. Gentry, W.A. and Sosik, J.J. (2010) Developmental relationships and managerial promotability in organizations: A multisource study. Journal of Vocational Behavior, 77,266- 278.
72. Greenhaus JH, Parasuraman SJ, Wormley WM. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of Management Journal, 33, 64–86.
73. Griffin, B., & Hesketh, B. (2003). Adaptable behaviors for successful work and career adjustment. Australian Journal of Psychology, 55(2), 65-73.
74. Griffin, M. A., Neal, A., & Parker, S. K. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts. Academy of Management Journal, 50(2), 327-347.
75. Guest, D., & Mackenzie Davey, K. (1996). Don’t write off the traditional career. People Management, 2(4), 22-25.
76. Guest, D. E., & Sturges, J. (2007). Living to work–working to live: conceptualizations of careers among contemporary workers. Handbook of career studies, 310-326.
77. Hair, J. F., Jr., Anderson, R. E., Tatham, R. L., & Black, W. C. (1995). Multivariate Data Analysis with Readings, 4th Edition, N. J.: Prentice Hall International Editions.
78. Hall, M. (1976). The theory of groups (Vol. 288). American Mathematical Soc.
79. Hall, D. T. & Mirvis, P. H. (1995). The new career contract: Developing the whole person at mid-life and beyond. Journal of Vocational Behavior, 47, 269-289.
80. Hay Group. (2006). Potential for what. Retrieved from www.haygroup.com.
81. Hennequin, E. (2007). What “career success” means to blue-collar workers. Career Development International, 12(6), 565-581.
82. Heslin, P.A. (2005). Conceptualization and evaluating career success. Journal of Organizational Behavior, 26, 113–136.
83. Holland, B K.(1989).Motivation and Job Satisfaction. Journal of Property Management,54(5),32-36.
84. Holyoak, K. J. (1991). Symbolic connectionism: Toward third-generation theories of expertise. In K. A. Ericsson & J. Smith (Eds), Toward a general theory of expertise, 301-335.
85. Howard, R. E. (1995). Human rights and the search for community. Journal of Peace Research, 32(1), 1-8.
86. Howard, A., & Bray, D. (1988). Managerial lives in transition: Advancing age and changing times. New York: Guilford Press.
87. Ilgen, D. R., & Pulakos, E. D.(1999). Employee performance in today’s organizations. In D. R. Ilgen & E. D. mance: Implications for staffing, motivation, an development: 21–55. San Francisco: Jossey-Bass.
88. Ituma, A., & Simpson, R. (2007). Moving beyond Schein′s typology: individual career anchors in the context of Nigeria. Personnel Review, 36(6), 978-995.
89. Jawahar, I. M., & Ferris, G. R. (2011). A longitudinal investigation of task and contextual performance influences on promotability judgments. Human Performance, 24(3), 251-269.
90. Jawahar, I. M. & Ferris, G. R. (2011). A Longitudinal investigation of task and contextual performance influences on promotability judgments. Human Performance, 24, 251-269.
91. Johnson, J. W. (2001). The relative importance of task and contextual performance dimensions to supervisor judgments of overall performance. Journal of Applied Psychology, 86(5), 984-996.
92. 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, 52, 621-652.
93. Judge, T.A., & Kammeyer-Mueller, J.D. (2007). Personality and Career Success. In M. Peiperl & H. Gunz (Eds.), Handbook of Career Studies, (pp. 59-78). Thousand Oaks, CA: Sage.
94. Kaulisch, M., & Enders, J. (2005). Careers in overlapping institutional contexts: The case of academe. Career Development International, 10(2), 130-144.
95. Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W. B., de Vet Henrica, C. W., & van der Beek, A. J. (2011). Conceptual frameworks of individual work performance: a systematic review. Journal of Occupational and Environmental Medicine,53(8), 856-866.
96. Kouzes, J., & Posner, B.(2007). The leadership challenge. San Francisco: Jossey-Bass.
97. LePine, J. A., Colquitt, J. A., & Erez, A. (2000). Adaptability to changing task contexts: Effects of general cognitive ability, conscientiousness, and openness to experience. Personnel Psychology, 53(3), 563-593.
98. Li, M., Ramaswamy, K., & Petitt, B. S. P. (2006). Business groups and market failures: A focus on vertical and horizontal strategies. Asia Pacific Journal of Management, 23(4), 439-452.
99. London, M. & Stumpf SA. (1983). Effects of candidate characteristics on management promotion decisions: An experimental study. Personnel Psychology, 36, 241-259.
100. London. M., & Mone, E. M. (1999). Continuous learning. Pulakos (Eds.), The changing nature of performance: Implicationsfor staffing, motivation, and development, 119-153.
101. Longenecker, C O.& Fink, L.S.(2008).Key criteria in twenty ?rst century management promotional decisions, Career Development International, .13,.241-51.
102. Lombardo, M. M., & Eichinger, R. W. (2000). High potentials as high learners. Human Resource Management, 39(4), 321-329.
103. Lyness, K. S., & Heilman, M. E. (2006). When ?t is fundamental: performance evaluations and promotions of upper-level female and male managers. Journal of Applied Psychology, 91, 777-785.
104. Marks, M. L., & Mirvis, P. H. (1992). Rebuilding after the merger: Dealing with “survivor sickness”. Organizational dynamics, 21(2), 18-32.
105. McEnrue, M. P. (1988). Length of experience and the performance of their careers. Academy of management journal, 31(1), 175-185.
106. McQuown Gary (2011). Project Management: Avoiding Peter Principle Promotions. Management & Administration,Data and Analytic Solutions, Inc. Fairfax VA.
107. Motowidlo, S. J., & Schmit, M. J. (1999). Performance assessment in unique jobs. The changing nature of job performance: Implications for staffing, motivation, and development . San Francisco, CA: Jossey-Bass.
108. Motowildo, S. J., Borman, W. C., & Schmit, M. J. (1997). A theory of individual differences in task and contextual performance. Human performance, 10(2), 71-83.
109. 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.
110. Ng, T. W. H., & Feldman, D. C. (2010). Human capital and objective indicators of career success: The mediating effects of cognitive ability and conscientiousness. Journal of Occupational and Organizational Psychology, 83, 207-235.
111. Noe, R. A., & Ford, J. K. (1992). Emerging issues and new directions for training research. Research in personnel and human resources management, 10, 345-384.
112. Pepermans, R., Vloeberghs, D., & Perkisas, B. (2003). High potential identification policies: an empirical study among Belgian companies. Journal of Management Development, 22(8), 660-678.
113. Peter, L.J.& Hull, R. (1969). The Peter principle: Why things always go wrong. New York:William Morrow & Company.
114. Ployhart, R. E., & Bliese, P. D. (2006). Individual adaptability (I-ADAPT) theory: Conceptualizing the antecedents, consequences, and measurement of individual differences in adaptability.
115. 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.
116. Ready , D. A., Conger, J. A., & Hill, L. A.(2010). Are you a high potential. Harvard Business Review, 46,78-84.
117. Reddin, W. R. (1970). Managerial Effectiveness. McGraw- Hill., N. Y.
118. Rogers, R. W. & Smith, A. B., (2004). Finding Future Perfect Senior Leaders: Spotting Executive Potential. Employment Relations Today, 31(1).
119. Rousseau, D. M., & Wade-Benzoni, K. A. (1995). Changing individual–organization attachments: A two-way street.
120. Schmitt, N., & Chan, D. (1998). Personnel selection: A theoretical approach. Sage.
121. Schumacker, R.E. & Lomax, R.G. (2004). A Beginner’s Guide to Structural Equation Modeling, Lawrence Erlbaum Associates, London.
122. Seibert, S. E., & Kraimer, M. L. (2001). The five-factor model of personality and career success. Journal of Vocational Behavior, 58, 1–21.
123. Shoss M. K., Witt L. A., & Vera D. (2012). When does adaptive performance lead to higher task performance? Journal of Organizational Behavior, 33, 910-924.
124. Silzer, R., & Church, A. H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psychology, 2(4), 377-412.
125. Silzer, R. F., & Church, A. H. (2010). Identifying and assessing high potential talent: current organizational practices. Strategy-driven talent management: A leadership imperative, 213-81.
126. Silzer, R. & Dowell, B. (2010). Strategy-driven talent management: a leadership
甲、 imperative. San Francisco: John Wiley & Sons
127. Smith, T., & Sheridan, A. (2006). Organisational careers versus boundaryless careers: Insights from the accounting profession. Journal of Management and Organization, 12(3), 223-234.
128. Stebbins, R. A. (1970). Career: the subjective approach. Sociological Quarterly, 11, 32–49.
129. Spencer, L. M. & Spencer, S. M. (1993). Competency at Work, New York:
甲、 John Wiely & Sons
130. Sullivan, S. E., Carden, W. A., & Martin, D. F. (1998). Careers in the next millennium: directions for future research. Human Resource Management Review, 8, 165–185.
131. Sullivan, S. E. (1999). The changing nature of careers: A review and research agenda. Journal of management,25(3), 457-484.
132. Sullivan, S. E., & Arthur, M. B. (2006). The evolution of the boundaryless career concept: Examining physical and psychological mobility. Journal of Vocational Behavior, 69, 19–29.
133. Thomas, W. H., & Daniel, C. F. (2010). Human capital and objective indicators of career success: The mediating effects of cognitive ability and conscientiousness. Journal of Occupational and Organizational Psychology, 83, 207-235.
134. Tiffan, B. (2009). Are You Considered A "High Potential? Physician Executive, 35(2), 74-77.
135. Tucker J. S. & Gunther K. M. (2009). The application of a model of adaptive performance to Army leader behaviors. Military Psychology, 21, 315-333.
136. Tucker, J. S., Pleban, R. J., & Gunther, K. M. (2010). The Mediating Effects of Adaptive Skill on Values-Performance Relationships. Human Performance, 23, 81–99.
137. Van Scotter, J. R., & Motowidlo, S. J. (1996). Interpersonal facilitation and job dedication as separate facets of contextual performance. Journal of applied psychology, 81(5), 525.
138. 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.
139. Veenhoven, R.(2002). Why social policy needs subjective indicators. Social Indicators Research, 58 (1): 33-45.
140. Vloeberghs, D., Pepermans, R., & Thielemans, K. (2005). High-potential development policies: an empirical study among Belgian companies. Journal of Management Development, 24(6), 546-558.
141. 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.
142. Werner, JM.(1994) Dimensions that make a difference: examining the impact of in-role and extra-role behaviors on supervisory ratings, Journal of Applied Psychology,79, 98–107.
143. Williams, Richard S. & Walker, James. (1985). Sex differences in performance rating: A research note. Journal of Occupational Psychology, 58(4), 331-337.
144. Williams, L.J., & Anderson, S.E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behavior. Journal of Management, 17, 601–617.
|