博碩士論文 101427025 詳細資訊



以作者查詢圖書館館藏 、以作者查詢臺灣博碩士 、以作者查詢全國書目 、勘誤回報 、線上人數：12 、訪客IP：3.147.205.154
姓名 沈紀宏(Ji-hong Shen)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 個人職涯目標對傳統與無疆界職涯的影響 －以主管教練行為為調節變項
(The effect of Individual career goal on traditional career and boundaryless career ─Director coaching behavior as the moderate variable)
相關論文
★ 組織精簡與員工態度探討 - 以A公司人力重整計劃為例。★ 訓練成效評估及影響訓練移轉之因素探討----一項時間管理訓練之研究
★ 主管領導風格、業務員工作習慣及專業證照對組織承諾與工作績效之相關研究★ 研發專業人員職能需求之研究-以某研究機構為例
★ 人力資本、創新資本與組織財務績效關聯性之研究★ 企業人力資源跨部門服務HR人員之角色、工作任務及所需職能之研究
★ 新進保全人員訓練成效之評估★ 人力資源專業人員職能之研究－一項追蹤性的研究
★ 影響企業實施接班人計劃的成功因素★ 主管管理能力、工作動機與工作績效之關聯性探討─以A公司為例
★ 影響安全氣候因子之探討-以汽車製造業為例★ 台電公司不同世代員工工作價值觀差異及對激勵措施偏好之研究
★ 不同的激勵措施對員工工作滿足及工作投入之影響性分析★ 工作價值觀、工作滿足對組織承諾之影響(以A通訊公司研發人員為例)
★ 薪資公平知覺與組織承諾關係之探討－以內外控人格特質為干擾變項★ 改善活動訓練成效評量之研究
檔案 [Endnote RIS 格式]    [Bibtex 格式]    [相關文章]   [文章引用]   [完整記錄]   [館藏目錄]   [檢視]  [下載]
  1. 本電子論文使用權限為同意立即開放。
  2. 已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
  3. 請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中) 隨著日趨變動的環境下，職涯的內涵與發展的方式也開始變化，從早期單一傳統職涯研究到無疆界職涯的討論，職涯成功的定義出現多元的方向，並同時存在於實務當中。過去在職涯管理的領域中有許多以一般性人格來預測單一職涯成功的研究，但若在討論多元職涯成功的前提下，一般性人格可能出現較難以區分何者為預測傳統或無疆界職涯的成功，而在同時考慮傳統與無疆界職涯成功的前提之下，職涯目標為導向的人格特質會對傳統職涯成功或無疆界職涯成功應較有預測的效果。
然而在探討組織行為時，須同時考量個人要素與情境要素，除了部屬的職涯目標導向之外，教練可藉由多元的行為性技巧幫助員工找到與自我內心設定相符的目標，以提升績效、個人福祉、進而改善企業經營，對於員工的職涯發展上應具有相當程度的幫助。因此本研究除了探討個人職涯目標導向對部屬傳統與無疆界職涯成功的關聯性之外，也探討主管教練行為在個人職涯目標導向對部屬傳統與無疆界職涯成功的調節效果。
本研究樣本主要來自 45 家企業，產業分布於金融/保險業、一般製造業、服務業、高科技製造業，以及其他產業，並於兩段不同的時間透過紙本郵寄、電子郵寄以及親手轉交的方式發放問卷給主管與部屬做配對填答。研究結果顯示職涯晉升目標會正向影響傳統上的職涯成功；而職涯精熟目標則會正向影響無疆界職涯成功。顯示以職涯為導向的個人特質可以有效的預測職涯成功，更重要的是可以做有效的區分，證明了一個人的目標取向是影響職涯成功的重要決策。另外在主管教練行為的調節效果下，研究結果顯示，主管教練行為在職涯晉升目標與晉升力評分間有正向的調節作用，以及主管教練行為在職涯精熟目標與移動力評分間有正向的調節作用，且在高品質的主管教練行為調節下，個人職涯目標導向對部屬傳統與無疆界職涯成功會有較強的關聯性，也就是說，當考量個人與情境要素的交互作用後，更能有效地預測組織行為。
摘要(英) In today’s dynamic environment, career’s content and developing way starts to change. From earlier traditional career to nowadays boundaryless career, career success has diversified development in both definition and practice. In the past, many study used general personality to predict single career success. But when we talk about multiple career success, general personality might be hard to distinguish between traditional and boundaryless career success. And we think individual difference of career orientation can better able to predict traditional career success and boundaryless career success.

However, when we study on organizational behavior, we should consider both individual and situational factors. So in this study, we try to find out the relation between Individual career goal orientation on subordinate’s traditional and boundaryless career success. We also use the Director coaching behavior as the moderate variable to find out the moderation in the relationship of subordinate’s traditional and boundaryless career success in this study.

Our samples were drawn on different industries from 45 enterprises in Taiwan. And we use match questionnaires to the manager and his/her subordinate. Our findings are listed as follows. (1) Career advancement goals have a positive relationship with traditional career success. (2) Career mastery goals have a positive relationship with boundaryless career success. It shows that individual difference of career orientation can effectively predict career success. More importantly, we can effectively distinguish and prove that individual career orientation is an important factor in career success. Furthermore, when we use coaching behavior as the moderate variable, our study shows that (3) coaching behavior has a positive moderate on career advancement goals and promotability ratings. (4) Director coaching behavior also has a positive moderate on career mastery goals and mobility ratings. And (4) when the director coaching behavior had higher quality, the individual difference of career orientation were having stronger relationship on subordinate’s traditional career success and boundaryless career success. It means when we consider the interaction between individual and situational factors, we can better able to predict organizational behavior.
關鍵字(中) ★ 職涯目標導向
★ 主管教練行為
★ 傳統職涯成功
★ 無疆界職涯成功		 關鍵字(英)
論文目次 目　錄
第一章　緒論 1
第二章　文獻探討 6
第一節　傳統職涯成功：晉升力評分與認知晉升機會 6
第二節　無疆界職涯成功：移動力評分與認知內部市場價值 7
第三節　個人職涯目標導向 9
第四節　主管教練行為 10
第五節　個人職涯晉升目標對傳統職涯成功之影響 12
第六節　職涯精熟目標對無疆界職涯成功之影響 13
第七節　主管教練行為的調節效果 14
第三章　研究方法 17
第一節　研究架構 17
第二節　研究流程與對象 17
第三節　研究變項衡量 18
第四章　研究結果 21
第一節　資料來源與樣本特性 21
第二節　信度與效度分析 21
第三節　相關分析 24
第四節　階層迴歸分析 26
第五章　結論與討論 31
第一節　結論與討論 31
第二節　學術貢獻 35
第三節　管理意涵 37
第四節　研究限制與建議 39
中文參考文獻 41
英文參考文獻 41
參考文獻 中文參考文獻
1. 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。

英文參考文獻
1. Abele, A. E., &Spurk, D. (2007). Self-regulation and Career Success. Findings from a Three-year and Three-wave Longitudinal Study. LASER.
2. Allenbaugh, G. (1983). Coaching: A management tool for a moreeffective work performance. Management Review, 72(5), 21-26.
3. Ames, C. (1992). Achievement goals and the classroom motivational climate. Student perceptions in the classroom, 327-348.
4. Arthur, M. B. (1994). The boundaryless career: A new perspective for organizational inquiry. Journal of organizational Behavior, 15(4), 295-306.
5. Arthur, M. B., & Rousseau, D. M. (Eds.). (1996). The boundaryless career: A new employment principle for a new organizational era. Oxford University Press.
6. Arthur, M. B., & Rousseau, D. M. (Eds.). (1996b). Introduction: the boundaryless career as a new employment principle. New York: Oxford University Press.
7. Arthur, M. B., Inkson, D., & Pringle, J. (1999). The new careers: Individual action and economic change. London: Sage.
8. Arthur, M. B., Khapova, S. N., Wilderom, C. P. M.,(2005). Career success in a boundaryless career world, Journal of Organizational Behavior, 26(2) : 177-202.
9. Baek-KyooJoo. (2005). Executive coaching: A coceptual framework from an integrative review of practice and research. Human Resource Development Review, 4(4), 462-488.
10. Baek-KyooJoo, Jerilynn S. Sushko& Gary N. McLean. (2007) .Multiple Faces of Coaching: A Comparison of Formal Mentoring,ExecutiveCoaching, and Managerial Coaching. Annual Conference of Asian Academy of Human Resource Development.
11. Barak, M. E. M., Cherin, D. A., & Berkman, S. (1998). Organizational and Personal Dimensions in Diversity Climate Ethnic and Gender Differences in Employee Perceptions. The Journal of Applied Behavioral Science, 34(1), 82-104.
12. Barron, B. K., &Harackiewicz, J. M. (2001). Achievement goals and optimal motivation: Testing multiple goal models. Journal of Personality and Social Psychology, 80(5), 706-722.
13. Baruch, Y. (2006). Career development in organizations and beyond: balancing traditional and contemporary viewpoints. Human Resource Management Review, 16(2), 125-138.
14. Bird, A. (1994). Careers as repositories of knowledge: a new perspective on boundaryless careers. Journal of Organizational Behavior, 15(4), 325-344.
15. Bolino, M. C., & Turnley, W. H. (2009). Relative deprivation among employees in lower-quality leader-member exchange relationships. The Leadership Quarterly, 20(3), 276-286.
16. Briscoe, J. P., Hall, D. T., & Frautschy DeMuth, R. L. (2006). Protean and boundaryless careers: An empirical exploration. Journal of Vocational Behavior, 69(1), 30-47.
17. Brophy, J. E. (1983). Fostering student learning and motivation in the elementary school classroom. In S. G. Paris, G. M. Olson & H. W. Stevenson (Eds.),Learning and motivation in the classroom(pp. 283-305). Hillsdale, NJ: Lawrence Erlbaum Associates.
18. Button, S. B., Mathieu, J. E., & Zajac, D. M. (1996). Goal orientation in organizational research: A conceptual and empirical foundation. Organizational behavior and human decision processes, 67(1), 26-48.
19. Campion, M. A., Cheraskin, L., & Stevens, M. J. (1994). Career-related antecedents and outcomes of job rotation. Academy of Management Journal, 37(6), 1518-1542.
20. Carstensen, Laura L. (1992). Social and emotional patterns in adulthood: support for socioemotional selectivity theory. Psychology and aging, 7(3), 331.
21. Cheong, Y. F., Pajares, F., &Oberman, P. S. (2004). Motivation and academic help-seeking in high school computer science. Computer Science Education, 14(1), 3-19.
22. Chudzikowski, K. (2012). Career transitions and career success in the ‘new’career era. Journal of Vocational Behavior, 81(2), 298-306.
23. Chung, Po-Pui., & Leung, K. (2001). Effects of performance information and physical attractiveness on managerial decisions about promotion.Journal of Social Psychology, 128(6), 791-801.
24. Cox, Taylor, Jr., &Nkomo, Stella M. (1992). Candidate age as a factor in promotability ratings. Public Personnel Management, 21(2), 197-210.
25. Darden, William R., Hampton, Ronald, & Howell, Roy D. (1989). Career Versus Organizational Commitment: Antecedents and Consequences of Retail Salespeople′sCommitment. Journal of Retailing, 65(1), 80-106.
26. Day, R., & Allen, T. D. (2004). The relationship between career motivation and self-efficacy with protégé career success. Journal of Vocational Behavior, 64, 72-91.
27. DeFillippi, R. J., & Arthur, M. B. (1994). The boundaryless career: A competency‐based perspective. Journal of Organizational Behavior, 15(4), 307-324.
28. De Pater, I.E., Van Vianen, A.E., Bechtoldt, M.N. &Klehe, U. (2009). Employees’ challenging job experiences and supervisors’ evaluations of promotability. Personnel Psychology, 62, 297-325.
29. Dirk van Dierendonck, Eline van der Gaast, (2013). Goal orientation, academic competencies and early career success. Career Development International, 18(7),694- 711.
30. Dries, N., & Pepermans, R. (2007). “Real” high-potential careers: An empirical study into the perspectives of organizations and high potentials. Personnel Review, 37(1), 85-108.
31. Dries, N., &Ackerb, Van Frederik., &Verbruggena, Marijke.(2012). How ‘boundaryless’ are the careers of high potentials, key experts and average performers? Journal of Vocational Behavior, 81(2), 271-279.
32. Dries, N., &Pepermans, R. (2012). How to identify leadership potential: Development and testing of a consensus model, Human Resource Management, 51(3), 361-385.
33. Dweck, C. S. (1986). Motivational processes affecting learning. American psychologist, 41(10), 1040.
34. Dweck, C. S., & Leggett, E. L. (1988). A social-cognitive approach to motivation and personality. Psychological review, 95(2), 256.
35. Duarte, N. T., Goodson, J. R., &Klich, N. R. (1994). Effects of dyadic quality and duration on performance appraisal. Academy of Management Journal, 37(3), 499-521.
36. Eby, L. T., & Dematteo, J. S. (2000). When the type of move matters: Employee outcomes under various relocation situations. Journal of Organizational Behavior, 21(6), 677-687.
37. 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.
38. Ellinger, A. D., Ellinger, A. E., Hamlin, R. G., & Beattie, R. S. (2010). Achieving improved performance through managerial coaching. Handbook of Improving Performance in the Workplace,1(3), 275-298.
39. Elliot, A. J., & McGregor, H. A. (2001). A 2 × 2 achievement goal framework. Journal of Personality and Social Psychology, 80(3), 501-519.
40. 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.
41. Enescu, C., &Popescu, D. M. (2013). Reflective Coaching Versus Directive Coaching in the Management of the Organization. Revista de Management Comparat International, 86-94.
42. 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.
43. Erdogan, B., Liden, R. C., & Kraimer, M. L. (2006). Justice and leader-member exchange: The moderating role of organizational culture. Academy of Management Journal, 49(2), 395-406.
44. Evered, R. D., & Selman, J. C. (1989). Coaching and the art of management. Organizational Dynamics, 18(2), 16-32.
45. 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.
46. Furnham, A., Petrides, K. V., Tsaousis, I., Pappas, K., & Garrod, D. (2005). A cross-cultural investigation into the relationships between personality traits and work values. The Journal of Psychology, 139(1), 5-32.
47. Gilley, A., Gilley, J., &Kouider, E. (2010). Characteristics ofmanagerial coaching. Performance Improvement Quarterly,23(1), 53-70.
48. Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of management Journal, 33(1), 64-86.
49. Gentry, William A., & Sosik, John J. (2010). Developmental relationships and managerial promotability in organizations: A multisource study. Journal of Vocational Behavior, 77(2), 266-278.
50. Guest, D., Mackenzie Davey, K. (1996) Don’t write off the traditional career, People Management, 2, 22-25.
51. Hackett, R.D.,& Lapierre, J.A. (2007). Trait conscientiousness, leader-member exchange, job satisfaction and organizational citizenship behavior: a test of an integrative model, Journal of Occupational and Organizational Psychology, 80, 539-554.
52. Hackman, J. R., &Wageman, R. (2005). A theory of team coaching. Academy of Management Review, 30(2), 269-287.
53. Hall, D. T. (1996). Protean careers of the 21st century. The Academy of Management Executive, 10(4), 8-16.
54. Hall, J. (2006). Performance management. Boston: Harvard Business School Press.
55. Hamori, M., &Kakarika, M. (2009). External labor market strategy and career success: CEO careers in Europe and the United States. Human Resource Management, 48(3), 355-378.
56. Hankins, C., &Kleiner, B. H. (1995). New developments in supervisor training. Industrial and Commercial Training, 27(1),26-32.
57. Harackiewicz, J. M., Barron, K. E. Carter, S. M., Hazer, J., &Alvares, K. (1981). Police work values during organizational entry and assimilation. Journal of Applied Psychology, 66, 12-18.
58. Harris, K. J., Kacmar, K. M., &Carlson, D. S.(2006). An Examination of Temporal Variables and Relationship Quality on Promotability Ratings. Group & Organization Management, 31(6), 677-699.
59. Harter, S. (1981). A new self-report scale of intrinsic versus extrinsic orientation in the classroom: Motivational and informational components. Developmental psychology, 17(3), 300.
60. Heneman, H.G. & Judge, T.A. (2009). Staffing Organizations. McGraw-Hill/Irwin, Boston.
61. Heslin, P. A. (2003). Self-and other-referent criteria of career success. Journal of Career Assessment, 11(3), 262-286.
62. House, R. J. (1996). Path-goal theory of leadership: Lessons, legacy, and a reformulated theory. Leadership Quarterly, 7(3), 323-352.
63. Ituma, A., & Simpson, R. (2009). Theboundaryless′ career and career boundaries: Applying an institutionalist perspective to ICT workers in the context of Nigeria. Human Relations, 62(5), 727-761.
64. Janssen, O., & Van Yperen, N. W. (2004). Employees′ goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction. Academy of management journal, 47(3), 368-384.
65. Jawahar, I. M. & Ferris, G. R. (2011). A Longitudinal investigation of task and contextual performance influences on promotability judgments. Human Performance, 24, 251-269.
66. Jean E. Wallace (2001). The Benefits of Mentoring for Female Lawyers. Journal of Vocational Behavior, 58, 366-391.
67. Jha, S., & Jha, S. (2013). Leader-Member Exchange: A Critique of Theory & Practice. Journal of Management & Public Policy, 4(2).
68. Jones, C., & Lichtenstein, B. M. B. (2000). The ‘architecture’ of careers: how career competencies reveal firm dominant logic in professional services. In M. A. Peiperl, M. B. Arthur, R. Goffee, & T. Morris (Eds.), Career frontiers: New conceptions of working lives(pp. 153-176). Oxford: Oxford University Press.
69. Judge, T. A., & Bretz, R. D. (1994). Political influence behavior and career success. Journal of Management, 20, 43–65.
70. Kasser, T., Ryan, R. M., Zax, M., &Sameroff, A. J. (1995). The relations of maternal and social environments to late adolescents′ materialistic and prosocial values. Developmental psychology, 31(6), 907.
71. Kaulisch, M., & Jürgen Enders. (2005). Careers in overlapping institutional contexts: The case of academe. Career Development International, 10(2), 130-144.
72. Kilburg, R. R. (1996). Toward a conceptual understanding and definition of executive coaching. Consulting Psychology Journal, 48(2), 134-144.
73. Kim, S., Egan, T. M., Kim, W., & Kim, J. (2013). The impact of managerial coaching behavior on employee work-related reactions. Journal of Business and Psychology, 28(3), 315-330.
74. Kuijpers, M. A., Schyns, B., &Scheerens, J. (2006). Career competencies for career success. The Career Development Quarterly, 55(2), 168-178.
75. Larsen, H. H. (1997). Do high-flyer programmes facilitate organizational learning?. Journal of Managerial Psychology, 12(1), 48-59.
76. Liden, R. C., Erdogan, B., Wayne, S. J., & Sparrowe, R. T. (2006). Leader‐member exchange, differentiation, and task interdependence: implications for individual and group performance. Journal of Organizational Behavior, 27(6), 723-746.
77. Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American psychologist, 57(9), 705.
78. Lovett, S., & Otero, R. (2012).On the Importance of Confidence in Management in Uncertain Times.Journal of Applied Management and Entrepreneurship, 17(2).
79. Lyness, K.S., Thompson, D.E. (2000). Climbing the corporate ladder: do female and male executives follow the same root? Journal of Applied Psychology, 85(1), 86-101.
80. Lyness, K. S., &Heilman, M. E. (2006). When fit is fundamental: performance evaluations and promotions of upper-level female and male managers. Journal of Applied Psychology, 91(4), 777.
81. Magnusson, D., &Endler, N. S. (1977). Interactional psychology: present status and future prospects. In: D. Magnusson, & N. S. Endler (Eds.), Current issues in interactional psychology (pp.3-36). Hillsdale, NJ: Lawewnce Erlbaum Associates.
82. McDonald, P., Brown, K., & Bradley, L. (2005). Have traditional career paths given way to protean ones? Evidence from senior managers in the Australian public sector. Career Development International, 10(2), 109-129.
83. McGill,M. E., & Slocum, J. W., Jr. (1998). A little leadership please?Organizational Dynamics, 26(3), 39-49.
84. McLean, G. N., Yang, B., Kuo, M., Tolber, A., & Laekin, C. (2005). Development and Initial Validation of An Instrument Measuring Managerial Coaching Behavior. Human Resource Development Quarterly, 16(2), 157-178.
85. McNally, J. S. (2013). Coaching for success. Strategic Finance, 94(12), 12-12, 14, 69.
86. Mowday, Porter and Steers (1982).Employee-Organization Linkage-The Psychology of Commitment Absenteeism and Tumover.N.Y. :Academic Press.
87. Ng, T. W., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective and subjective career success: A meta‐analysis. Personnel psychology, 58(2), 367-408.
88. Nicholls, J. G. (1984). Achievement motivation: Conceptions of ability, subjective experience, task choice, and performance. Psychological review, 91(3), 328.
89. Park, S. (2007). Relationships among managerial coaching in organizations and the outcomes of personal learning, organizational commitment, and turnover intention. Unpublished doctoral dissertation, University of Minnesota, Minneapolis.
90. Park, S., McLean, G. N., & Yang, B. (2008). Revision and Validation of an Instrument Measuring Managerial Coaching Skills in Organizations. Online Submission.
91. Parker, H., & Arthur, M. B. (2000). Careers, organizing, and community. In M. A. Peiperl, M. B. Arthur, R.Goffee, & T. Morris (Eds.), Career frontiers: New conceptions of working lives (pp. 99-121). Oxford: Oxford University Press.
92. Passmore, J. (2007). Coaching and mentoring: The role of experience and sector knowledge. International Journal of Evidence Based Coaching and Mentoring, 5, 10-16.
93. Pietrofeso, J.J. and Splete, H. (1975). Career development: Theory and research. New York: Grune& Stratton.
94. Pintrich, P. R. (2000). Multiple goals, multiple pathways: The role of goal orientation in learning and achievement. Journal of Educational Psychology, 92, 544-555.
95. Prevosto, P. (2001). The effect of "mentored" relationships on satisfaction and intent to stay of company-grade U.S. Army Reserve nurses.Military Medicine, 166(1), 21-26.
96. Price, J. L. and Mueller, C. W. (1986).Absenteeism and Turnover of Hospital Employees. Greenwich : JAI press.
97. Ragins, B. R., &Kram, K. E. (2007). The handbook of mentoring at work: Theory, research, and practice. Los Angeles: Sage Publications.
98. Reitman, F., & Schneer, J. A. (2003). The promised path: a longitudinal study of managerial careers. Journal of Managerial Psychology, 18(1), 60-75.
99. Rowe, R. & Snizek, W. E. (1995). Gender difference in work values. Work and Occupations, 22, 215-219.
100. Segers, J., & Inceoglu, I. (2012). Exploring supportive and developmental career management through business strategies and coaching. Human Resource Management, 51(1), 99-120
101. Seibert, S. E., &Kraimer, M. L. (2001). The five-factor model of personality and career success.Journal of vocational behavior, 58(1), 1-21.
102. Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel psychology, 54(4), 845-874.
103. Seibert, S. E., Kraimer, M. L., & Liden, R. C. (2001). A social capital theory of career success. Academy of Management Journal, 44(2), 219-237.
104. Smith, T., & Sheridan, A. (2006). Organisational careers versus boundaryless careers: Insights from the accounting profession. Journal of Management and Organization, 12(3), 223-233.
105. Spurk, D., & Abele, A. E. (2011). Who earns more and why? A multiple mediation model from personality to salary. Journal of Business and Psychology, 26(1), 87-103.
106. Sturman, M. C. (2003). Searching for the inverted U-shaped relationship between time and performance: Meta-analyses of the experience/performance, tenure/performance, and age/performance relationships. Journal of Management, 29(5), 609-640.
107. Sullivan, S. E., Carden, W. A., & Martin, D. F. (1998). Careers in the next millennium: directions for future research. Human Resource Management Review, 8(2), 165-185.
108. Sullivan, S. E., & Baruch, Y. (2009). Advances in career theory and research: a critical review and agenda for future exploration. Journal of management, 35(6), 1542-1571.
109. Super, D. E. (1957). The psychology of careers; an introduction to vocational development. New York: Harper & Bros.
110. Super, D. E. (1970). Work Values Inventory. Boston: Houghton Mifflin.
111. Thacker, R. A., Wayne, S. J.(1995). An examination of the relationship between upward influence tactics and assessments of promotability. Journal of Management, 21, 739-757.
112. Turban, D., & Dougherty, T. (1994). Role of protégé personality in receipt of mentoring and career success. Academy of Management Journal, 37, 688-702.
113. Turner, R. J. 1960. Sponsored and contest mobility and the school system. American Sociological Review, 25, 855-867.
114. Valcour, M.P., Tolbert, P.S. (2003) Gender, family and career in the era of boundarylessness: determinants and effects of intra- and inter-organizational mobility, International Journal of Human Resource Management, 14(5), 768-787.
115. Valle, A., Cabanach , R. G. , Nunez, J. C., Gonzalez-Pienda, J. Rodriguez, S. & pineiro, I. (2003). Multiple goals, motivation and academic learning. British Journal of Educational Psychology, 73, 71-87.
116. VandeWalle, D. (1997). Development and validation of a work domain goal orientation instrument. Educational and Psychological Measurement, 57, 995-1015.
117. VandeWalle, D., Brown, S. P., Cron, W. L., & Slocum, J. W., Jr. (1999). The influence of goal orientation and self-regulation tactics on sales performance: A longitudinal field test. Journal of Applied Psychology, 84, 249-259.
118. 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.
119. Van Yperen, N.W. (2006).A novel approach to assessing achievement goals in the context of the2 x 2 framework: identifying distinct profiles of individuals with different dominant achievement goals.Personality and Social Psychology Bulletin, 32(11), 1432-1445.
120. Verbruggen, M. (2011). Psychological mobility and career success in the ‘New’ career climate. Journal of Vocational Behavior, 81, 289-297.
121. 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.
122. Wayne, S. J., Liden, R. C., Kraimer, M. L., & Graf, I. K., (1999). The role of human capital, motivation, and supervisor sponsorship to career success. Journal of Organizational Behavior, 20, 577-595.
123. Weiner, B. (1985). An attributional theory of achievement motivation and emotion. Psychological review, 92(4), 548.
124. Werner, J. M., & DeSimone, R. L. (2008). Human Resource Development. Cincinnati, Ohio: South-Western College Pub.
125. Wilensky, H. L. (1960). Work, careers and social integration.International Social Science Journal, 12( 4), 543-574.
126. Wille, B., De Fruyt, F., & Feys, M. (2013). Big Five Traits and Intrinsic Success in the New Career Era: A 15‐Year Longitudinal Study on Employability and Work-Family Conflict. Applied Psychology, 62(1), 124-156.
127. Yu, L. (2007). The benefits of a coaching culture. MIT Sloan Management Review.
128. Zaleska K. J., Gratton, L., de Menezes, L. (2002). ′Sources of development and mobility: An empirical test of the boundaryless career concept.′, London Business School Centre for Organizational Research (closed) Working Paper, London Business School(02-01).
指導教授 林文政 審核日期 2014-7-4
推文 facebook   plurk   twitter   funp   google   live   udn   HD   myshare   reddit   netvibes   friend   youpush   delicious   baidu   
網路書籤 Google bookmarks   del.icio.us   hemidemi   myshare   

若有論文相關問題，請聯絡國立中央大學圖書館推廣服務組 TEL:(03)422-7151轉57407，或E-mail聯絡  - 隱私權政策聲明