博碩士論文 102450065 詳細資訊




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姓名 蔡仁華(Jen-hua Tsai)  查詢紙本館藏   畢業系所 高階主管企管碩士班
論文名稱 任務性績效、潛能、與員工職涯成功之研究-以個人與主管適配為調節變項
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摘要(中) 現今社會環境變化快速,對於企業職場衝擊影響甚大,企業組織在進行員工晉升力評分時常以過去的行為導向來考慮未來;然而由於大環境的快速變化,具有未來導向的晉升力評分重點也因應而生,那就是潛能的探討;除了任務性績效與潛能對於晉升力評分的影響探討外,由於本研究的探討內容及研究對象都是在華人社會企業裏調查研究,因此考慮了東方社會裡重視的個人與主管適配這一變項,藉此來探討此一變項對於主管在做晉升力評分時會產生的影響。
本研究在兩岸私人企業總共發放問卷1200份,配對成功之有效問卷有503份,有效回收率為41.92%。在產業分布狀況,其產業類型共涵蓋金融保險業、一般製造業、服務業、高科技製造業以及其他產業。經迴歸分析結果發現,任務性績效與潛能對於晉升力評分的的結果有相當大的影響。
摘要(英) Since the society is moving fast forward. It has a lot of impact on both enterprises and career. It has been often to rely on past experience as a guide to think about the future. The content and focus of this research are the enterprises within eastern society. Expect the influence of task performance and potential, this research considers the person-supervisor fit, and to investigate the influence when the supervisor making promotability rating to his/her subordinate.
In this research, a total of 1,200 questionnaires from private enterprises that located in Taiwan and China were circulated. We use match questionnaires to the supervisor and his/her subordinate. With 503 questionnaires were valid, making the valid response rate 41.92%. This research involves financial, manufacturing, service, hi-tech manufacturing industry and others. In conclusion, the result of promotability rating is greatly influenced by task performance and potential.
關鍵字(中) ★ 任務性績效
★ 潛能
★ 個人與主管適配
★ 晉升力評分
★ 職涯成功
關鍵字(英) ★ task performance
★ potential
★ person-supervisor fit
★ promotability rating
★ career success
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…………………………………………………………………………………..…..vi
第 一 章 緒論………………………………………………………………………………1
第 二 章 文獻探討…………………………………………………………………………4
第一節 任務性績效……………………………………………………………………….4
第二節 潛能…………………………………………………………………………….....5
第三節 職涯成功………………………………………………………………………….8
第四節 個人主管適配…………………………………………………………………...10
第五節 任務性績效與晉升力評分的關係…………………………………………….12
第六節 潛能與晉升力評分的關係…………………………………………………….13
第七節 個人與主管適配在任務性績效、潛能與員工職涯成功間的調節效果………14
第 三 章 研究方法……………………………………………………………………….16
第一節 研究架構………………………………………………………………………...16
第二節 研究流程與對象…………………………………………………………….…17
第三節 研究變項衡量………………………………………………………………….18
第四節 資料分析與統計……………………………………………………………….20
第 四 章 研究結果……………………………………………………………………….21
第一節 樣本敘述性統計……………………………………………………………….21
第二節 相關分析………………………….…………………………………………….22
第三節 階層迴歸分析………………………………………………………………….23
第 五 章 結論與討論…………………………………………………………………….25
第一節 結論與討論…………………………………………………………………………25
第二節 學術與實務貢獻……………………………………………………………………26
第三節 研究限制與建議……………………………………………………………………27
參考文獻……………………………………………………………………………..……….28
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指導教授 林文政(Wen-jeng Lin) 審核日期 2015-6-30
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