博碩士論文 105450029 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:13 、訪客IP:3.88.220.93
姓名 張蜀玫(Shu-Mei Chang)  查詢紙本館藏   畢業系所 高階主管企管碩士班
論文名稱 員工潛能與職涯成功之關聯性研究─以主管信任為中介變項之探討
相關論文
★ 溝通與領導課程訓練成效之分析★ 母國企業直線主管領導風格與國際 人力資源管理措施對外派人員績效之影響
★ 豐田管理模式之人才培育對品質與成本之影響-以某汽車公司為例★ 360 度回饋系統對企業主管行為改變意圖的影響-以跨國飲料 SC 公司為例
★ 兩岸研發人員職能發展應用研究-以M公司為例★ 企業併購過程中的人力資源角色
★ 組織變革成功個案分析 - John P. Kotter 領導變革八大步驟之觀點★ 社群網站經營模式分析-以『BB-BOX』網站為例
★ 觸控IC經營策略之個案研究-以A公司為例★ 科技研發單位實施接班人計畫之探討─以國內某科技研發單位為例
★ 面對數位匯流,傳統媒體代理商應對策略探討─以安吉斯集團偉視捷媒體公司為例★ 台灣光電產業選擇產品認證外包廠商的決定因素─以發光二極體照明產品為例
★ 團隊激勵獎金與團隊績效關連性之研究★ 晶圓代工業關鍵成功因素的探討—以台積公司為例
★ 員工潛能與績效對員工晉升的影響--以營造建築業為例★ 建構整合性智慧健康照護網絡─以中壢天晟醫院醫療小管家為例
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]   至系統瀏覽論文 (2023-6-1以後開放)
摘要(中) 職涯成功一直是學者及從業人員所關注的議題,本研究主要為透過實證研究來探討員工潛能與職涯成功之關聯性研究,問卷分兩階段發放,探討主管信任在潛能與職涯成功之間扮演的中介角色,並綜合討論潛能對職涯滿意度、晉升力評分及晉升次數的影響,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。

本研究針對11家國內企業調查,蒐集主管與部屬配對問卷,有效配對共計260份。研究結果發現,當部屬擁有認知決策力、學習驅策力、挫折復原力、社會力與影響力時,主管就會對其產生信任,進而正向影響員工晉升力評分程度。最後,透過後續的研究限制與建議,將提供未來研究學者之參考方向。
摘要(英) Career success is an important issue in the company. This study focuses on the relationship between employee potential and career success. In this study, questionnaire survey is based on eleven enterprises in Taiwan.

Participants in this study were 260 individuals from companies of Taiwan. The results showed that (1) employee’s potential has positive effect on promotability; (2) supervisor trust has positive effect on promotability; (3) employee’s potential has positive effect on promotability via supervisor trust.

Employee who has high potential is more likely to handle unexpected challenges in the future. The relationship between employee potential (cognitive ability, learning ability, sociability, drive for excellence, influence), promotability, promotions and career satisfaction mediated through affect-based supervisor’s trust. Finally, this study also provides some implications and research limitations for future research.
關鍵字(中) ★ 潛能
★ 主管信任
★ 職涯成功
★ 晉升力評分
★ 晉升次數
★ 職涯滿意度
★ 人才管理
關鍵字(英) ★ Potential
★ Supervisor Trust,
★ Promotability
★ Promotion
★ Career Satisfaction
★ Talent Management
論文目次 第一章 緒論………………...……………………………………………...1
第一節 研究背景與動機………………………………………………………...1
第二節 研究目的….…………………………..…………………………………4
第二章 文獻回顧…………………………………….…………………..6
第一節 潛能………………………………………………….…………………..6
第二節 信任………………………………………………………………….....14
第三節 職涯成功……………………………………………………………….18
第四節 潛能與職涯成功…………………………………………………...…..22
第五節 信任與職涯成功…………………………………………………….….23
第六節 潛能、信任與職涯成功…………………………………………….….24
第三章 研究方法……………………………………………………….26
第一節 研究架構……………………………………………………………….26
第二節 研究對象與流程……………………………………………………….27
第三節 研究變項衡量………………………………………………………….27
第四節 資料分析與統計方法………………………………………………….30
第四章 研究結果………………………………………………………31
第一節 資料來源及樣本特性…………………………………………………31
第二節 信度分析………………………………………………………………34
第三節 相關分析……………………………………………………….……...34
第四節 廻歸分析…………………………………………………….…………37
第五章 結論與建議…………………………………………………….44
第一節 研究結論與討論……………………………………………………….44
第二節 研究貢獻……………………………………………………………….46
第三節 管理意涵……………………………………………………………….47
第四節 研究限制與研究建議………………………………………………….48
參考文獻………………………… …………………………………………50
一、中文部份……………………………………………………………………50
二、英文部份…………………………………………………………………….51
參考文獻 一、中文部份
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 成瑋 (2017)。影響職涯成功因素之探討-一項長期的研究。(未出版之碩士論文)。國立中央大學,桃園市。
3 林文政(2014)。界定潛能指標,培育組織的關鍵人才。經理人月刊,8,。
4 林妍希(2017)。主管被晉升後有多快適應,決定組織的績效!企業領導者必須有的認知。經理人月刊,8,。
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 陳嵩、林伶瑾、黃素真(2017)。知覺「被信任、信任、及互信」對部屬 工作績效之影響。輔仁管理評論,24,45-70。
7 陳嵩、陳光偉和李佩芬(總編輯)。(2011)。垂直人際信任對部屬工作績效之影響-上司家長式領導的角色。管理學報,28(1),1-29。
8 陳愛雲(2016)。 員工潛能量表之編製(未出版之碩士論文)。國立中央大學,桃園市。
9 温雅萍(2017)。潛能、晉升力評分和員工職涯滿意的關 聯性-以個人與主管適配和LMX為調節變項。(未出版之碩士論文)。國立中央大學,桃園市。
10 葉譯元(2011)。潛能、工作績效、挑戰性工作經驗與晉升力關聯性之研究(未出版之碩士論文)。國立中央大學,桃園市。
11 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。
12 鄭伯壎 (1995)。差序格局與華人組織行為。本土心理學研究,3,142-219。 。國立中央大學,桃園市。
13 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。



二、英文部份
1 Baron, R. M.,&Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical consideration. Journal of Personality and Social Psychology, 51, 1173–1182.
2 Belet, D. (2007). Are “high potential” executives capable of building learning-oriented organizations? Reflections on the French case. Journal of Workplace Learning, 19(10), 465.
3 Bhatnagar, J. (2008). Managing capabilities for talent engagement and pipeline development. Industrial and commercial training, 40(1), 19-28.
4 Blau, Peter M. (1964). Exchange & Power in Social Life. New York: Wiley.
5 Brower, H. H., Lester, Scott W., Korsgaard, Audrey, & Dineen, Brian 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.
6 Cavallo, K. & Brienza, D. (2006). Emotional competence and Leadership excellence at Johnson & Johnson. Europe’s Journal of Psychology, 2(1).
7 Chen, Z., Veiga, J. F., & Powell, G. N. (2011). A survival analysis of the impact of boundary crossings on managerial career advancement up to midcareer. Journal of Vocational Behavior, 79(1), 230-240.
8 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 etworks. Academy of management Journal, 51(3), 436-452. doi:10.5465/amj.2008.32625956
9 Church, A. H., & Desrosiers, E. I. (2006). Presenter, bring on the high potentials─ Talent assessment at PepsiCo. Symposium presented at the 21st Annual Conference of the Society for Industrial and Organizational Psychological, Dallas, TX.
10 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.
11 Conger, J. A. & Fulmer, R. M. (2003). Developing your leadership pipeline. Harvard business review, 81(12), 76-85.
12 Corporate Leadership Council. (2008). Identifying high-potential employees (HIPOs) through performance management processes. Washington DC: Corporate Executive Board.
13 De Pater, E. I., Vianen Van, A. E. M., Myriam, N. B., & Klehe, U. (2009). Employees’ Challenging Job Experiences and Supervisors’ Evaluations of Promotability. Personnel Psychology, 62, 297-325.
14 Dirks, K. T. & Ferrin, D. L. (2002). Trust in leadership: meta-analytic findings and implications for research and practice. Journal of applied psychology, 87(4), 611-628.
15 Douglas A. Ready, Jay A. Conger, & Linda A. Hill. (2010). Are You a High Potential? Harvard Business Review, 88(6), 78-84.
16 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
17 Dries, N. & Pepermans, R. (2012). How to identify leadership potential: Development and testing of a consensus model. Human Resource Management, 51(3), 361-385.
18 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.
19 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.
20 Dries, N., Van Acker, F., & Verbruggen, M. (2012). How ‘boundaryless’ are the careers of high potentials, key experts and average performers? Journal of Vocational Behavior, 81(2), 271-279.
21 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.
22 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), 4149.
23 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
24 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.
25 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.
26 Graen, G. B. & Scandura, T. A. (1987). Toward a psychology of dyadic organizing. Research in organizational behavior.
27 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.
28 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.
29 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.
30 Han, G. H. (2010). Trust and career satisfaction: The role of LMX. Career Development International, 15(5), 437-458.
31 Hansen, M. H., Morrow, 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.
32 Hay Group.(2006), Potential for What. Hay Group Retrieved from www.haygroup.com
33 Hay Group.(2008), Growth Factor Index: Technical Manual. Retrieved from www.haygroup.com
34 Heslin, P. A. (2005). Conceptualizing and evaluating career success. Journal of Organizational behavior, 26(2), 113-136.
35 Iles, P. (1997). Sustainable high-potential career development: a resource-based view. Career Development International, 2(7), 347-353.
36 Jawahar, I. M. & Ferris, G. R. (2011). A Longitudinal investigation of task and contextual performance influences on promotability judgments. Human Performance, 24, 251-269.
37 Johnson-George, C. & Swap, W. C. (1982). Measurement of specific interpersonal trust: Construction and validation of a scale to assess trust in a specific other. Journal of Personality and Social Psychology, 43(6), 1306-1317.
38 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, 485–519.
39 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.
40 Kierein, N. M., & Gold, M. A. (2000). Pygmalion in work organizations: a meta analysis. Journal of Organizational Behavior, 21(8), 913-928.
41 Kramer, R. & T. Tyler, "Trust in Organizations", Thousand Oaks: Sage Publications, 1996. Lagace
42 Lewis, J. D., & Weigert, A. (1985). Trust as a social reality. Social forces, 63(4), 967-985.
43 Lombardo, M. M. & Eichinger, R. W. (2000). High potentials as high learners. Human Resource Management, 39(4), 321-329.
44 London, M., & Stumpf, S.A. (1982). Managing careers. Reading, MA: Addison-Wesley.
45 Marshall, G. (2009). What Got You Here Won′t Get You There: How Successful People Become Even More Successful. The Academy of Management Perspectives, 23(3), 103-105.
46 Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of organizational trust. Academy of management review, 20(3), 709-734.
47 McAllister, D. J. (1995). Affect-and cognition-based trust as foundations for interpersonal cooperation in organizations. Academy of management journal, 38(1), 24-59.
48 McCall, M. W. (1998). High flyers: Developing the next generation of leaders. Harvard Business Press.
49 Mishra, A. K. (1996). Organizational responses to crisis. Trust in Organizations. Frontiers of theory and research, 261-287.
50 Ng, T. W. & 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(1), 207-235.
51 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.
52 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.
53 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.
54 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.
55 Ready, D.A., Conger, J.A., & Hill, L.A.(2010). Are you a high potential, Harvard Business Review, June, 78-84
56 Rempel, J. K., Holmes, J. G., & Zanna, M. P. (1985). Trust in close relationships. Journal of personality and social psychology, 49(1), 95-112. Rempel, J. K., Holmes, J. G., & Zanna, M. P. (1985). Trust in close relationships. Journal of personality and social psychology, 49(1), 95-112.
57 Robbins, A. (2003). Giant steps. New York: Simon & Schuster.
58 Rogers, R. W. & Smith, A. B. (2007). Finding future perfect senior leaders: Spotting executive potential. Bridgeville, PA: Development Dimensions International.
59 Rousseau, D. M., Sitkin, S. B., Burt, R. S. and C. Camerer, "Not So Different After All: A Cross-Discipline View of Trust", Academy of Management Review, Vol. 23(3), 1998, pp.393-404
60 Rousseau, D. M., Sitkin, S. B., Burt, R. S., & Camerer, C. (1998). Not so different after all: A cross-discipline view of trust. Academy of management review, 23(3), 393-404.
61 Sandy J Wayne, Robert C Liden, Isabel K Graf, & Gerald R Ferris. (1997). The role of upward influence tactics in human resource decisions. Personnel Psychology, 50(4), 979-1006
62 Seibert, S. E., & Kraimer, M. L. (2001). The five-factor model of personality and career success. Journal of vocational behavior, 58(1), 1-21.
63 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.
64 Silzer, R. & Church, A. H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psychology, 2(4), 377-412.
65 Silzer, R. F. & Church, A. H. (2010). Identifying and Assessing High Potential Talent: Current Organizational Practices. Strategy Driven Talent Management: A Leadership Imperative.
66 Simpson, J. T., & Mayo, D. T. (1997). Relationship management: a call for fewer influence attempts? Journal of Business Research, 39(3), 209-218.
67 Slan, R., & Hausdorf, P. (2004). Leadership succession: High potential identification and development. Toronto: University of Guelph/MICA Management Resources.
68 Slan-Jerusalim, R., & Hausdorf, P. A. (2007). Managers′ justice perceptions of high potential identification practices. Journal of Management Development, 26(10), 933-950.
69 Spreitzer, G. M., McCall, M. W., & Mahoney, J. D. (1997). Early identification of international executive potential. Journal of Applied Psychology, 82(1), 6-29.
70 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.
71 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.
72 Thomas, C. H., & Lankau, M. J. (2009). Preventing burnout: The effects of LMX and mentoring on socialization, role stress, and burnout. Human Resource Management, 48(3), 417-432.
73 Tiffan, B. (2009). Are You Considered A High Potential? Physician Executive, 35(2), 74-77.
74 Van Scotter, J., Motowidlo, S.J., & Cross, T.C. (2000). Effects of task performance and contextual performance on systemic rewards. Journal of Applied Psychology, 85(4), 526.
75 Waller, M. (2001). Resilience in ecosystemic context: Evolution of the concept. American Journal of Orthopsychiatry, 71,290–297.
76 Wayne, S.J., Liden, R.C., Kraimer, M.L., & Graf, I.K. (1999). The role of human capital, motivation and supervisor in predicting career success. Journal of Organization Behavior, 20, 577-595.
77 Whitely, W., Dougherty, T. W., & Dreher, G. F. (1991). Relationship of career mentoring and socioeconomic origin to managers′ and professionals′ early career progress. Academy of management journal, 34(2), 331-350.
78 William J. Rothwell (2009). The manager′s guide to maximizing employee potential: quick and easy strategies to develop talent every day. New York : American Management Association.
79 Zand, D. E. (1972). Trust and managerial problem solving. Administrative science quarterly, 229-239.
80 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.
指導教授 林文政 審核日期 2018-7-17
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