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姓名 王怡婷(Yi-ting Wang)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 員工潛能與職涯成功的關連性
(The study of the relationship between employee potential and career success :)
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摘要(中) 如何有效且精準地晉升所需的人才是現今組織中非常重要的議題,而高潛能員工因具備認知能力、個人與組織適配、快速學習力及接納回饋力等能力與特質,不但能在組織內快速晉升,亦即能獲得職涯成功,同時也常被列入組織的關鍵人才庫中。然而,隨著環境快速變遷,組織內的疆界逐漸轉變,更多的想法、訊息及人才流動於組織當中,而高潛能員工亦可透過橫向水平移動來獲得組織內無疆界職涯成功。
由於個人特質具有隱藏且不易測量的特性,所以當主管在評估員工的晉升力評分(傳統職涯成功)與移動力評分(組織內無疆界職涯成功)時,高潛能員工需要透過績效的訊號展現,來使其獲得兩種職涯成功。而研究結果顯示,高潛能員工不但會透過任務性績效的訊號展現來獲得傳統職涯成功,同時也會透過適應性績效的訊號表現來獲得傳統與組織內無疆界職涯成功。此外,本研究結果亦顯示,高潛能員工不會透過任務性績效來獲得組織內無疆界職涯成功。
摘要(英) Today, how to find talents required by company effectively and accurately is a very important issue. Because high potential employees have capabilities and personality about cognitive ability, culture fit, learning orientation, open to feedback, they not only can be quickly promoted within the organization, but also often be included in the talent pool. However, with the rapidly changing environment, boundaries within the organization become vague gradually. At the same time, more ideas, information and talents were flowed within the organization. So high potential employees can obtain intra-boundaryless success through horizontal movement.
As personality was easy to be hidden and difficult to measure, so when supervisor assess employee′s promotability (traditional career success) or mobility rating (intra-boundaryless success), high potential employees need to demonstrate high performance to obtain two kinds of career success. Results from our studies, high potential employees not only demonstrate high task performance to obtain traditional career success, but also demonstrate high adaptive performance to obtain two kinds of career success(traditional career success and intra-boundaryless success).However ,high potential employees will not obtain intra-boundaryless success by demonstrating high task performance .
關鍵字(中) ★ 潛能
★ 晉升力評分
★ 無疆界職涯成功
★ 任務性績效
★ 適應性績效
關鍵字(英) ★ potential
★ promotability
★ boundaryless success
★ task performance
★ adaptive performance
論文目次 中文摘要 i
英文摘要 ii
誌謝 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 職涯成功 6
第二節 潛能 9
第三節 績效 13
第四節 潛能與職涯成功的關係 16
第五節 績效與職涯成功的關係 19
第六節 績效在潛能與職涯成功之間的中介效果 21
第三章 研究方法 24
第一節 研究架構 24
第二節 研究流程與對象 25
第三節 研究變項衡量 25
第四節 資料分析方法 28
第四章 資料分析與結果 29
第一節 敘述性資料統計 29
第二節 探索性因素分析 30
第三節 信度與效度分析 33
第四節 相關分析 35
第五節 假說檢定 36
第五章 結論與建議 39
第一節 研究結論與討論 39
第二節 學術貢獻 41
第三節 管理意涵 42
第四節 研究限制與建議 43
參考文獻 45
中文文獻 45
英文文獻 46
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指導教授 林文政(Wen-jeng Lin) 審核日期 2014-6-27
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