博碩士論文 104427011 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:26 、訪客IP:
姓名 成瑋(Wei Cheng)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 影響職涯成功因素之探討-一項長期的研究
(A longitudinal study of the factors affecting career success)
★ 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]    [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) 本研究主要為透過縱向實證研究(Longitudinal)探討影響職涯成功的長期因素,問卷分兩階段發放,時間間隔一年,探討主管信任與師徒功能在潛能/任務性績效與職涯成功之間扮演的中介角色,並綜合討論競爭性流動與贊助性流動對職涯成功的影響,有助於讓主管或組織更了解透過何種方式能提高員工對於職涯成功的感知。本研究另一項重點為探討人才管理中人才九宮格的「潛能」及「任務性績效」與職涯成功的關聯性,能避免主管過於注重部屬過去經驗和現有能力,忽略了未來潛能的重要性。
本研究蒐集台灣與大陸企業之樣本,共回收 334 份主管部屬配對有效問卷。研究結果顯示:(1)潛能與主管信任存在正向關聯性;(2)主管信任與師徒功能存在正向關聯性;(3)潛能會透過主管信任與師徒功能影響員工職涯成功;(4)師徒功能與晉升力評分、晉升次數及職涯滿意度存在正向關聯性;(5)潛能與部屬晉升力評分存在正向關聯性。
摘要(英) This study focuses on the long-term factors which affect the career success. Measures of employee potential and task performance were obtained from Wave 1, those for supervisor trust, mentoring functions and career success were obtained from Wave 2. The time periods of this study is one year. We discuss the mediating relationship between supervisor trust and mentoring function between employee potential, task performance and career success. The comprehensive discussion about the impact of competitive mobility and sponsorship mobility would be helpful to supervisors to understand what they can do to make employees more successful about their career.
Another topic of this study is talent management. In order to avoid supervisors paying too
much attention in past experience and existing ability of employees, we compare the
relationships of ”potential” with ”task performance” in career success. The result shows that
potential (future ability) is more important than task performance. Employee who has high
potential is more likely to handle unexpected challenges in the future.
Participants in this study were 334 individuals from companies of Taiwan and China. The
results showed that (1) potential has positive effect on supervisor trust; (2) supervisor trust has
positive effect on mentoring functions; (3) mentoring functions has positive effect on
promotability, promotion and career satisfaction; (4) potential has positive effect on career
success via supervisor trust and mentoring functions; (5) potential has positive effect on
關鍵字(中) ★ 潛能
★ 任務性績效
★ 主管信任
★ 師徒功能
★ 職涯成功
★ 晉升力評分
★ 晉升次數
★ 職涯滿意度
★ 人才管理
論文目次 中文摘要 i
Abstract ii
誌謝 iii
目錄 iv
圖目錄 vi
表目錄 vi
一、 緒論 1
二、 文獻探討 4
2-1 職涯成功理論 4
2-2 主管信任 5
2-3 師徒功能 6
2-4 潛能與主管信任間的關係 7
2-5 任務性績效與主管信任間的關係 8
2-6 主管信任與師徒功能間的關係 8
2-7 師徒功能與職涯成功之關聯性探討 10
2-8 潛能與職涯成功關聯性探討 11
2-9 任務性績效與職涯成功之間的關係 11
三、 研究方法 13
3-1 研究模型架構 13
3-2 研究流程與對象 14
3-3 研究變項衡量 15
3-4 資料分析與統計方法 18
四、 研究結果 19
4-1 資料來源與樣本特性 19
4-2 信度及效度 20
4-3 驗證性因素分析24
4-4 相關分析 26
4-5 假說檢定 27
五、 結論與建議 31
5-1 研究結論與討論31
5-2 研究貢獻 33
5-3 管理意涵 34
5-4 研究限制與研究建議 35
參考文獻 36
參考文獻 36

Abele, A. E., Hagmaier, T., & Spurk, D. (2015). Does Career Success Make You Happy? The
Mediating Role of Multiple Subjective Success Evaluations. Journal of Happiness
Studies, 17(4), 1615-1633. doi:10.1007/s10902-015-9662-4
Afifi, T. D., & Steuber, K. (2010). The cycle of concealment model. Journal of Social and
Personal Relationships, 27(8), 1019-1034.
Aguinis, H., Boyd, B. K., Pierce, C. A., Short, J. C., Huselid, M. A., & Becker, B. E. (2011).
Bridging micro and macro domains: Workforce differentiation and strategic human
resource management: SAGE Publications Sage CA: Los Angeles, CA.
Allen, B. C. (2011). The role of professional identity commitment in understanding the
relationship between casual employment and perceptions of career success. Career
Development International, 16(2), 195-216. doi:10.1108/13620431111115631
Allen, T. D., Poteet, M. L., & Russell, J. E. A. (2000). Protégé selection by mentors: what
makes the difference? Journal of Organizational Behavior, 21(3), 271-282.
Amdurer, E., Boyatzis, R. E., Saatcioglu, A., Smith, M. L., & Taylor, S. N. (2014). Long term
impact of emotional, social and cognitive intelligence competencies and GMAT on
career and life satisfaction and career success. Frontiers in Psychology, 5(1447).
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.
Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of
the academy of marketing science, 16(1), 74-94.
Bandalos, D. L. (2008). Is parceling really necessary? A comparison of results from item
parceling and categorical variable methodology. Structural Equation Modeling, 15(2),
Bandalos, D. L., & Finney, S. J. (2001). New developments and techniques in structural
equation modeling. Hillsdale, N.J.: Lawrence Erlbaum Associates.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A
measure and correlates. Journal of Organizational Behavior, 14(2), 103-118.
Brower, H. H., Lester, S. W., Korsgaard, M. A., & Dineen, B. R. (2009). A Closer Look at
Trust Between Managers and Subordinates: Understanding the Effects of Both
Trusting and Being Trusted on Subordinate Outcomes. Journal of Management, 35(2),
327-347. doi:10.1177/0149206307312511
Brower, H. H., Schoorman, F. D., & Tan, H. H. (2000). A model of relational leadership: The
integration of trust and leader–member exchange. The Leadership Quarterly, 11(2), 37

227-250. doi:http://dx.doi.org/10.1016/S1048-9843(00)00040-0
Browne, M. W., Cudeck, R., Bollen, K. A., & Long, J. S. (1993). Alternative ways of
assessing model fit. Sage focus editions, 154, 136-136.
Burke, R. J. (1984). Mentors in Organizations. Group & Organization Studies, 9(3), 353-372.
Byrne, B. M. (1994). Structural equation modeling with EQS and EQS/Windows: Basic
concepts, applications, and programming: Sage.
Cable, D. M., & Murray, B. (1999). Tournaments versus sponsored mobility as determinants
of job search success. Academy of management Journal, 42(4), 439-449.
Campbell, J. P. (1990). Modeling the performance prediction problem in industrial
and organizational psychology (Vol. 1).
Campbell, J. P. (2008). Modeling the performance prediction problem in industrial and
organizational psychology. Key theoretical issues and concerns in ESPM, 306-363.
Campbell, M., & Smith, R. (2014). High-potential Talent: A View from Inside the Leadership
Pipeline. Center for Creative Leadership.
Cappelli, P. (1999). Career Jobs” Are” Dead. California Management Review, 42(1), 146-167.
Cardona, P., Lawrence, B. S., & Bentler, P. M. (2003). The Influence of Social and Work
Exchange Relationships on Organizational Citizenship Behavior. Management and
Organization Review, 29(2), 219-247.
Chao, G. T., Walz, P., & Gardner, P. D. (1992). Formal and informal mentorships: a
comparison on mentoring functions and contrast with nonmentored counterparts.
Personnel Psychology, 45(3), 619-636. doi:10.1111/j.1744-6570.1992.tb00863.x
Chen, Y. N. K. (2011). Social capital, human capital, and career success in public relations in
Taiwan. Chinese Journal of Communication, 4(4), 430-449.
Chua, R. Y. J., Ingram, P., & Morris, M. W. (2008). From the Head and the Heart: Locating
Cognition- and Affect-Based Trust in Managers′ Professional Networks. Academy of
management Journal, 51(3), 436-452. doi:10.5465/amj.2008.32625956
Colquitt, J. A., Scott, B. A., & LePine, J. A. (2007). Trust, trustworthiness, and trust
propensity: a meta-analytic test of their unique relationships with risk taking and job
performance. JOURNAL OF APPLIED PSYCHOLOGY, 92(4), 909.
Converse, P. D., Thackray, M., Piccone, K., Sudduth, M. M., Tocci, M. C., & Miloslavic, S.
A. (2016). Integrating self-control with physical attractiveness and cognitive ability to
examine pathways to career success. Journal of Occupational and Organizational
Psychology, 89(1), 73-91. doi:10.1111/joop.12107
Defillippi, R. J., & Arthur, M. B. (1994). The boundaryless career: A competency-based
perspective. Journal of Organizational Behavior, 15(4), 307-324. 38

Dilchert, S., & Ones, D. S. (2008). Personality and extrinsic career success: Predicting
managerial salary at different organizational levels. Zeitschrift für
Personalpsychologie, 7(1), 1-23.
Dreher, G. F., & Ash, R. A. (1990). A comparative study of mentoring among men and women
in managerial, professional, and technical positions. JOURNAL OF APPLIED
PSYCHOLOGY, 75(5), 539-546. doi:10.1037//0021-9010.75.5.539
Dreher, G. F., & Cox Jr., T. H. (1996). Race, gender, and opportunity: A study of
compensation attainment and the establishment of mentoring relationships. JOURNAL
OF APPLIED PSYCHOLOGY, 81(3), 297-308. doi:10.1037/0021-9010.81.3.297
Dries, N., & Pepermans, R. (2012). How to identify leadership potential: Development and
testing of a consensus model. Human Resource Management, 51(3), 361-385.
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.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational
support. JOURNAL OF APPLIED PSYCHOLOGY, 71(3), 500-507. doi:10.1037/0021-
Ergeneli, A., Arı, G. S. l., & Metin, S. (2007). Psychological empowerment and its
relationship to trust in immediate managers. Journal of Business Research, 60(1), 41-
Fang, R. L., Duffy, M. K., & Shaw, J. D. (2011). The Organizational Socialization Process:
Review and Development of a Social Capital Model. Journal of Management, 37(1),
127-152. doi:10.1177/0149206310384630
Feldman, D. C. (1989). Careers in organizations: Recent trends and future directions. Journal
of Management, 15(2), 135-156. doi:10.1177/014920638901500202
Fernández-Aráoz, C. (2014). 21st-Century talent spotting. Harvard Business Review, 92(6),
46-54, 56, 138.
Fornell, C., & Larcker, D. F. (1981). Evaluating Structural Equation Models with
Unobservable Variables and Measurement Error. Journal of Marketing Research,
18(1), 39-50. doi:10.2307/3151312
Fulmer, C. A., & Gelfand, M. J. (2012). At what level (and in whom) we trust: Trust across
multiple organizational levels. Journal of Management, 38(4), 1167-1230.
Gómez, C., & Rosen, B. (2001). The Leader-Member Exchange as a Link between
Managerial Trust and Employee Empowerment. Group & Organization Management,
26(1), 53-69.
Ganzach, Y., & Pazy, A. (2014). Does Core Self Evaluations predict career success? A
reanalysis of Judge and Hurst (2008). Journal of Research in Personality, 48, 107-115. 39

Gelens, J., Dries, N., Hofmans, J., & Pepermans, R. (2013). The role of perceived
organizational justice in shaping the outcomes of talent management: A research
agenda. Human Resource Management Review, 23(4), 341-353.
Gelens, J., Hofmans, J., Dries, N., & Pepermans, R. (2014). Talent management and
organisational justice: employee reactions to high potential identification. Human
Resource Management Journal, 24(2), 159-175.
Golembiewski, R., & McConkie, M. (1975). The Centrality of Interpersonal Trust in Group
Processes. Theories of Group Processes, 131-185. doi:citeulike-article-id:2403543
Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. Research
in Organizational Behavior, 9, 175-208.
Greenhaus, J. H., Callanan, G. A., & Godshalk, V. M. (2000). Career management. Orlando,
FL: Harcourt, Inc.: South-Western College.
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. doi:10.2307/256352
Guerrero, S., Jeanblanc, H., & Veilleux, M. (2016). Development idiosyncratic deals and
career success. Career Development International, 21(1), 19-30. doi:10.1108/cdi-08-
Haines, V. Y., Hamouche, S., & Saba, T. (2014). Career success: fit or marketability? Career
Development International, 19(7), 779-793. doi:10.1108/cdi-02-2014-0023
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (1998). Multivariate Data Analysis
(5 ed.): Prentice Hall.
Hall, D. T. (2002). Careers In and Out of Organizations: SAGE Publications.
Hansen, M. H., Morrow Jr, J. L., & Batista, J. C. (2002). The impact of trust on cooperative
membership retention, performance, and satisfaction: an exploratory study. The
International Food and Agribusiness Management Review, 5(1), 41-59.
Harms, P. D., Bai, Y., & Han, G. H. (1988). Trust: The panacea of virtual management? .
Paper presented at the Paper presented at Proceedings of the International Conference
on Information Systems, , Helsinki, Finland.
Harrell, A. M., & Stahl, M. J. (1984). McClelland′s trichotomy of needs theory and the job
satisfaction and work performance of CPA firm professionals. Accounting,
Organizations and Society, 9(3-4), 241-252.
Hezlett, S. A., & Gibson, S. K. (2007). Linking Mentoring and Social Capital: Implications
for Career and Organization Development. Advances in Developing Human
Resources, 9(3), 384-411. doi:10.1177/1523422307304102
Hofstede, G. (1998). Attitudes, values and organizational culture: Disentangling the concepts. 40

Organization studies, 19(3), 477-493.
Hu, L. t., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure
analysis: Conventional criteria versus new alternatives. Structural equation modeling:
a multidisciplinary journal, 6(1), 1-55.
Jansen, P. G. W., & Vinkenburg, C. J. (2006). Predicting management career success from
assessment center data: A longitudinal study. Journal of Vocational Behavior, 68(2),
253-266. doi:10.1016/j.jvb.2005.07.004
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. doi:10.1080/08959285.2011.580806
Jennings, E. E. (1976). Routes to the executive suite.: New York: McGraw-Hill.
Johnson, D., & Grayson, K. (2005). Cognitive and affective trust in service relationships.
Journal of Business Research, 58(4), 500-507. doi:http://dx.doi.org/10.1016/S0148-
Jr, R. D. B., & Judge, T. A. (1992). The Relationship Between Person-Organization Fit and
Career Success. Retrieved from Ithaca, NY:
Judge, T. A., & Bretz, R. D. (1994). Political Influence Behavior and Career Success. Journal
of Management, 20(1), 43-65. doi:10.1177/014920639402000103
Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz, R. D. (1995). An empirical investigation
of the predictors of executive career success. Personnel Psychology, 48(3), 485-519.
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(3), 621-652. doi:10.1111/j.1744-6570.1999.tb00174.x
Judge, T. A., & Hurst, C. (2008). How the rich (and happy) get richer (and happier):
relationship of core self-evaluations to trajectories in attaining work success.
JOURNAL OF APPLIED PSYCHOLOGY, 93(4), 849-863. doi:10.1037/0021-
Kline, R. B. (2015). Principles and practice of structural equation modeling: Guilford
Kram, K. (1985). Mentoring at Work: Developmental Relationships in Organisational Life.
Administrative Science Quarterly, 30(3).
Kram, K., & Isabella, L. (1985). Mentoring Alternatives: The Role of Peer Relationships in
Career Development. Academy of management Journal, 28(1), 110-132.
Krishnamoorthy, R. (2014). The Secret Ingredient in GE′s Talent-Review System. Hanard
Business Review(Talent Management).
Lau, D. C., Liu, J., & Fu, P. P. (2007). Feeling trusted by business leaders in China: 41

Antecedents and the mediating role of value congruence. Asia Pacific Journal of
Management, 24(3), 321-340. doi:10.1007/s10490-006-9026-z
Lester, S. W., & Brower, H. H. (2003). In the Eyes of the Beholder: The Relationship Between
Subordinates′ Felt Trustworthiness and their Work Attitudes and Behaviors. Journal of
Leadership & Organizational Studies, 10(2), 17-33.
Levinson, D. J., Darrow, C. N., Klein, E. B., Levinson, M. A., & McKee, B. (1978). Seasons
of a man′s life. New York: Knopf.
Liden, R. C., & Graen, G. (1980). Generalizability of the Vertical Dyad Linkage Model of
Leadership. The Academy of Management Journal, 23(3), 451-465.
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.
Matsunaga, M. (2008). Item parceling in structural equation modeling: A primer.
Communication Methods and Measures, 2(4), 260-293.
Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An Integrative Model of
Organizational Trust. The Academy of Management Review, 20(3), 709-734.
Mayer, R. C., & Gavin, M. B. (2005). Trust in management and performance: Who minds the
shop while the employees watch the boss? Academy of management Journal, 48(5),
McAllister, D. J. (1995). Affect- and Cognition-Based Trust as Foundations for Interpersonal
Cooperation in Organizations. The Academy of Management Journal, 38(1), 24-59.
McClelland, D. C. (1973). Testing for competence rather than for” intelligence.”. American
psychologist, 28(1), 1.
Meade, A. W., & Kroustalis, C. M. (2006). Problems with item parceling for confirmatory
factor analytic tests of measurement invariance. Organizational Research Methods,
9(3), 369-403.
Montt, C., & Maas, I. (2015). The openness of Britain during industrialisation. Determinants
of career success of British men born between 1780 and 1880. Research in Social
Stratification and Mobility, 42, 123-135. doi:10.1016/j.rssm.2015.09.003
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.
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 42

Occupational and Organizational Psychology, 83(1), 207-235.
Ng, T. W. H., & Feldman, D. C. (2014). Subjective career success: A meta-analytic review.
Journal of Vocational Behavior, 85(2), 169-179. doi:10.1016/j.jvb.2014.06.001
Ng, T. W. H., Sorensen, K. L., Eby, L. T., & Feldman, D. C. (2007). Determinants of job
mobility: A theoretical integration and extension. Journal of Occupational and
Organizational Psychology, 80(3), 363-386. doi:10.1348/096317906X130582
Noe, R. A. (1988). An Investigation of the Determinants of Successful Assigned Mentoring
Relationships. Personnel Psychology, 41(3), 457-479. doi:10.1111/j.1744-
Noe, R. A., Greenberger, D. B., & Wang, S. (2002). Mentoring: What we know and where we
might go Research in Personnel and Human Resources Management (pp. 129-173).
Nunnally, J. C. (1978). Psychometric Theory. New York: NY: McGraw-Hill Book Company.
Nyberg, A., Hanson, L. L. M., Leineweber, C., & Johansson, G. (2015). Do Predictors of
Career Success Differ between Swedish Women and Men? Data from the Swedish
Longitudinal Occupational Survey of Health (SLOSH). PLOS ONE, 10(10), 12.
Oreilly, C. A., & Chatman, J. A. (1994). Working Smarter and Harder: A Longitudinal Study
of Managerial Success Administrative Science Quarterly, 39(4), 603-627.
Park, S. G., Kang, H. J., Lee, H. R., & Kim, S. J. (2017). The effects of LMX on gender
discrimination and subjective career success. Asia Pacific Journal of Human
Resources, 55(1), 127-148. doi:10.1111/1744-7941.12098
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. doi:doi:10.1108/02621710310487846
Phillips-Jones, L. (1983). Establishing a formalized mentoring program. Training &
Development Journal, 37(2), 38.
Ragins, B. R. (2005). Towards a theory of relational mentoring. University of Wisconsin.
Milwaukee, Milwaukee.
Ragins, B. R. (2016). From the ordinary to the extraordinary: High-quality mentoring
relationships at work. Organizational Dynamics, 45(3), 228-244.
Ragins, B. R., Cotton, J. L., & Miller, J. S. (2000). Marginal mentoring: The effects of type of
mentor, quality of relationship, and program design on work and career attitudes.
Academy of management Journal, 43(6), 1177-1194.
Ragins, B. R., & Scandura, T. A. (1999). Burden or blessing? Expected costs and benefits of
being a mentor. Journal of Organizational Behavior, 20(4), 493-509.
doi:10.1002/(SICI)1099-1379(199907)20:4<493::AID-JOB894>3.0.CO;2-T 43

Ramaswami, A., & Dreher, G. F. (2007). The benefits associated with workplace mentoring
relationships. The Blackwell handbook of mentoring: A multiple perspectives
approach, 211-231.
Ramaswami, A., Dreher, G. F., Bretz, R., & Wiethoff, C. (2010). Gender, mentoring, and
career success: The importance of organizational context. Personnel Psychology,
63(2), 385-405.
Reddin, W. R. (1970). Managerial Effectiveness: Mcgraw-Hill.
Robbins, S. P. (2003). Organizational Behavior. New Jersey: Prentice-Hall.
Roche, G. R. (1979). Much ado about mentors. Hanard Business Review, 57(14), 28.
Rosenbaum, J. E. (1984). Career Mobility in a Corporate Hierarchy: Academic Press.
Rushton, J. P., Brainerd, C. J., & Pressley, M. (1983). Behavioral development and construct
validity: The principle of aggregation. Psychological Bulletin, 94(1), 18.
Scandura, T. A. (1992). Mentorship and career mobility: An empirical investigation. Journal
of Organizational Behavior, 13(2), 169-174. doi:10.1002/job.4030130206
Scandura, T. A., & Schriesheim, C. A. (1994). Leader–member exchange and supervisor
career mentoring as complementary constructs in leadership research. Academy of
management Journal, 37(6), 1588-1602. doi:10.2307/256800
Schriesheim, C. A., Scandura, T. A., & Graen, G. B. (1984). Moderating effects of initial
leader-member exchange status on the effects of a leadership intervention. JOURNAL
OF APPLIED PSYCHOLOGY, 69(3), 428-436.
Schumacker, R. E., & Lomax, R. G. (2004). A beginner′s guide to structural equation
modeling: Psychology Press.
Seibert, S. E., & Kraimer, M. L. (2001). The Five-Factor Model of Personality and Career
Success. Journal of Vocational Behavior, 58(1), 1-21.
Sheridan, J. E., Slocum, J. W., & Buda, R. (1997). Factors influencing the probability of
employee promotions: A comparative analysis of human capital, organization
screening and gender/race discrimination theories. Journal of Business and
Psychology, 11(3), 373-380. doi:10.1007/bf02195900
Sheridan, J. E., Slocum, J. W., Buda, R., & Thompson, R. C. (1990). Effects of Corporate
Sponsorship and Departmental Power on Career Tournaments. Academy of
management Journal, 33(3), 578-602. doi:10.2307/256582
Silzer, R. O. B., & Church, A. H. (2009). The Pearls and Perils of Identifying Potential.
Industrial and Organizational Psychology, 2(4), 377-412. doi:10.1111/j.1754-
Smith, P., Caputi, P., & Crittenden, N. (2012). How are women′s glass ceiling beliefs related
to career success? Career Development International, 17(4-5), 458-474.
doi:10.1108/13620431211269702 44

Stumpf, S. A. (2014). A longitudinal study of career success, embeddedness, and mobility of
early career professionals. Journal of Vocational Behavior, 85(2), 180-190.
Tiffan, B. (2009). Are you considered a ”high potential” ? (Vol. 35). United States: American
College of Physician Executives
Turban, D. B., & Dougherty, T. W. (1994). Role of Protégé Personality in Receipt of
Mentoring and Career Success. The Academy of Management Journal, 37(3), 688-702.
Turban, D. B., Moake, T. R., Wu, S. Y. H., & Cheung, Y. H. (2017). Linking Extroversion and
Proactive Personality to Career Success: The Role of Mentoring Received and
Knowledge. Journal of Career Development, 44(1), 20-33.
Turner, R. H. (1960). Sponsored and Contest Mobility and the School System.pdf> (Vol. 25):
American Sociological Association.
Ullman, J. B., & Bentler, P. M. (2003). Structural equation modeling: Wiley Online Library.
Uzzi, B. (1996). The sources and consequences of embeddedness for the economic
performance of organizations: The network effect. American Sociological
Assocication, 61(4).
van der Werff, L., & Buckley, F. (2014). Getting to know you a longitudinal examination of
trust cues and trust development during socialization. Journal of Management,
Volmer, J., Koch, I. K., & Goritz, A. S. (2016). The bright and dark sides of leaders′ dark triad
traits: Effects on subordinates′ career success and well-being. Personality and
Individual Differences, 101, 413-418. doi:10.1016/j.paid.2016.06.046
Wanberg, C. R., Kammeyer-Mueller, J., & Marchese, M. (2006). Mentor and protégé
predictors and outcomes of mentoring in a formal mentoring program. Journal of
Vocational Behavior, 69(3), 410-423. doi:http://dx.doi.org/10.1016/j.jvb.2006.05.010
Wanberg, C. R., Welsh, E. T., & Hezlett, S. A. (2003). Mentoring research: A review and
dynamic process model Research in personnel and human resources management (pp.
39-124): Emerald Group Publishing Limited.
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.
Wayne, S. J., Liden, R. C., Graf, I. K., & Ferris, G. R. (1997). The role of upward influence
tactics in human resource decisions. Personnel Psychology, 50(4), 979-1006.
Wayne, S. J., Liden, R. C., Kraimer, M. L., & Graf, I. K. (1999). The role of human capital,
motivation and supervisor sponsorship in predicting career success. Journal of Organizational Behavior, 20(5), 577-595. doi:10.1002/(SICI)1099-
Weiss, H. M., & Adler, S. (1984). Personality and organizational behavior. Research in
Organizational Behavior, 6, 1-50.
Whitely, W., Dougherty, T. W., & Dreher, G. F. (1991). Relationship of Career Mentoring and
Socioeconomic Origin to Managers′ and Professionals′ Early Career Progress. The
Academy of Management Journal, 34(2), 331-351. doi:10.2307/256445
Williams, L. J., & Anderson, S. E. (1991). Job Satisfaction and Organizational Commitment
as Predictors of Organizational Citizenship and In-Role Behaviors. Journal of
Management, 17(3), 601-617. doi:10.1177/014920639101700305
Zacher, H. (2014). Career adaptability predicts subjective career success above and beyond
personality traits and core self-evaluations. Journal of Vocational Behavior, 84(1), 21-
30. doi:10.1016/j.jvb.2013.10.002
Zand, D. E. (1972). Trust and Managerial Problem Solving. Administrative Science Quarterly,
17(2), 229-239. doi:10.2307/2393957
Zang, X. W. (2006). Technical training, sponsored mobility, and functional differentiation:
Elite formation in China in the reform era. Communist and Post-Communist Studies,
39(1), 39-57. doi:10.1016/j.postcomstud.2005.12.004
Zey, M. G. (1984). The mentor connection: Homewood, IL: Dow-Jones-Irwin.
Zur, A., Leckie, C., & Webster, C. M. (2012). Cognitive and affective trust between Australian
exporters and their overseas buyers. Australasian Marketing Journal (AMJ), 20(1),
73-79. doi:http://dx.doi.org/10.1016/j.ausmj.2011.08.001
指導教授 林文政 審核日期 2017-8-22
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