員工潛能與職涯成功關聯之研究─以主管與部屬交換關係為中介變項

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：25

、訪客IP：18.226.104.127

姓名

徐偉展(Wei-Chan Hsu) 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關聯之研究─以主管與部屬交換關係為中介變項

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]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
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。
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)

職涯成功可定義為個人由於工作經驗所累積實際或預期之成就，員工的個人成功最終能貢獻於組織的成功，因此我們可以得知職涯成功對個人及組織是非常重要，如何有效且精準地晉升所需的人才已成為組織中非常重要的議題。
公司習慣使用工作績效變項作為衡量員工是否達成職涯成功的依據，其所代表的是員工過去的績效，但潛能卻是代表目前尚未彰顯但能在未來展現出的能力與特質。本研究除採用未來導向的「潛能」當作衡量指標外，許多學者研究文獻也說明高品質主管與部屬交換關係對員工的職涯有重大影響，因此本研究為探討員工潛能對職涯成功的關聯性以及主管與部屬交換關係在潛能對部屬職涯成功的中介效果。
本研究以問卷調查方式，針對台灣北部地區中小企業進行訪查，問卷調查的樣本總計260份有效配對問卷，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填答。研究結果發現，潛能對部屬晉升力評分皆具有顯著的關聯性，另外在主管－部屬交換關係中介效果下，研究結果也顯示，主管與部屬交換關係在潛能對部屬晉升力評分具有部分中介效果。最後，透過後續的研究限制與建議，將提供未來研究者之參考方向。

摘要(英)

Career success can be defined as the actual or expected achievement of personal work experience. The personal success of employees ultimately contributes to the organization Therefore, it can be seen that career success is very important to individuals and organizations. How to find talents required by company effectively and accurately has become a very important issue.
Companies are accustomed to using job performance variables as a basis for measuring whether employees have achieved career success which represents employee’s performance in the past. But the employee potential is the ability and traits that are not yet manifested but can be demonstrated in the future. We choose “potential” as our future-oriented measure variables. Many scholars′ research literature also shows that high-quality supervisors and subordinate exchanges have a major impact on employees′ careers. Besides discussing the relationship between career success and potential of the employee, the mediating effect of leader-member exchange is also discussed in the research.
This study collected input from multiple industries located at Taiwan with total 260 questionnaires. The findings of our research are listed as following: (1) Results of main effect of regression analysis show that employee potential have positive relationship with promotability. (2) The results also indicate leader-member exchange has partial mediating effects between with employee potential and promotability. Finally, this study also provides some follow-up suggestions and research limitations to further research.

關鍵字(中)

★ 潛能
★ 職涯成功
★ 職涯滿意度
★ 晉升力評分
★ 晉升次數
★ 主管與部屬交換關係

關鍵字(英)

★ Potential,
★ career success
★ career satisfaction
★ promotability
★ eader member exchange

論文目次

一、緒論 1
二、文獻探討 4
2-1 潛能 4
2-2 主管與部屬交換關係 6
2-3 職涯成功 7
2-4 潛能與與職涯成功之關聯性探討 9
2-5 主管與部屬交換關係與職涯成功之關聯性探討 10
2-6 主管與部屬交換關係在潛能與職涯成功間的中介效果 12
三、研究方法 14
3-1 研究架構 14
3-2 研究流程及對象 15
3-3 研究變項衡量 16
3-4 統計方法與資料分析 19
四、研究結果 20
4-1 樣本敘述性分析 20
4-2 信度分析 21
4-3 相關分析 22
4-3 迴歸分析 24
主管與部屬交換關係在晉升力評分中介效果檢測 24
五、研究結論與建議 30
5-1 研究結論 30
5-2 研究貢獻與管理意涵 32
5-3 研究限制與建議 34
參考文獻 35

參考文獻

一、中文資料
〔1〕夏盈榛，「員工潛能、工作績效與晉升力評分關聯性之研究-主管的學習目標導向與績效證明導向的調節效果」，國立中央大學，碩士論文，民國一零三年。
〔2〕陳愛雲，「員工潛能量表之編製」，國立中央大學，碩士論文，民國一零五年。

二、英文資料
〔1〕 Ali, S. M., Shaharudin, M. R., & Anuar, A., The association between job positions, work experience and career satisfaction: The case of Malaysian’s academic staff." Asian Social Science, 8(10), pp 35. 2012.
〔2〕 Amabile, T., Hill, K., Hennessey, B., & Tighe, E., The Work Preference Inventory: assessing intrinsic and extrinsic motivational orientations. Journal of Personality and Social Psychology, 66(5), pp 950. 1994.
〔3〕 Amdurer, E., Boyatzis, R. E., Saatcioglu, A., Smith, M. L., & Taylor, S. N., Long term impact of emotional, social and cognitive intelligence competencies and GMAT on career and life satisfaction and career success. Frontiers in psychology, 5, pp 1447. 2014.
〔4〕 Anderson, J. C., Milkovich, G. T., & Tsui, A., A model of intra-organizational mobility. Academy of Management Review, 6(4), pp 529-538. 1981.
〔5〕 Arthur, M. B., Khapova, S. N., & Wilderom, C. P., Career success in a boundaryless career world. Journal of Organizational Behavior, 26(2), pp 177-202. 2005.
〔6〕 Atwater, J. B., Kannan, V. R., & Stephens, A. A., Cultivating systemic thinking in the next generation of business leaders. Academy of Management Learning & Education, 7(1), pp 9-25. 2008.
〔7〕 Baron, R. M., & Kenny, D. A., The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), pp 1173. 1986.
〔8〕 Beechler, S., & Woodward, I. C., The global “war for talent”. Journal of International Management, 15(3), pp 273-285. 2009.
〔9〕 Blau, H.,The impossible theater: a manifesto, Macmillan, 1964.
〔10〕 Breaugh, Realistic job previews. Handbook of Improving Performance in the Workplace: Volumes 1-3, pp 203-220. 2010.
〔11〕 Breaugh, Modeling the managerial promotion process. Journal of Managerial Psychology, 26(4), pp 264-277. 2011.
〔12〕 Burt, R.. Structural Holes: The Social Structure of Competition.University of Illinois at Urbana-Champaign′s Academy for Entrepreneurial Leadership Historical Research Reference in Entrepreneurship. 1992
〔13〕 Chen, Z., Veiga, J. F., & Powell, G. N., A survival analysis of the impact of boundary crossings on managerial career advancement up to midcareer. Journal of Vocational Behavior, 79(1), pp 230-240. 2011.
〔14〕 Cheung, M. F., Wu, W.-P., Chan, A. K., & Wong, M. M., Supervisor–subordinate guanxi and employee work outcomes: The mediating role of job satisfaction. Journal of Business Ethics, 88(1), pp 77-89. 2009.
〔15〕 Childs, A., & Klimoski, R. J., Successfully predicting career success: An application of the biographical inventory. Journal of Applied Psychology, 71(1), pp 3. 1986.
〔16〕 Conger, J. A., & Fulmer, R. M., Developing your leadership pipeline. Harvard business review, 81(12), pp 76-85. 2003.
〔17〕 Council, C. L., Improving employee performance in the economic downturn. Corporate Execuve Board, 2008.
〔18〕 Cropanzano, R., & Mitchell, M. S., Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), pp 874-900. 2005.
〔19〕 Dansereau Jr, F., Graen, G., & Haga, W. J., A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process. Organizational Behavior and Human Performance, 13(1), pp 46-78. 1975.
〔20〕 De Pater, I. E., Van Vianen, A. E., Bechtoldt, M. N., & Klehe, U. C., Employees′challenging job experiences and supervisors′evaluations of promotability. Personnel Psychology, 62(2), pp 297-325. 2009.
〔21〕 Dienesch, R. M., & Liden, R. C., Leader-member exchange model of leadership: A critique and further development. Academy of Management Review, 11(3), pp 618-634. 1986.
〔22〕 Dries, N., The meaning of career success: avoiding reification through a closer inspection of historical, cultural, and ideological contexts. Career Development International, 16(4), pp 364-384. 2011.
〔23〕 Dries, N., & Pepermans, R., Using emotional intelligence to identify high potential: a metacompetency perspective. Leadership & Organization Development Journal, 28(8), pp 749-770. 2007.
〔24〕 Duarte, N. T., Goodson, J. R., & Klich, N. R., Effects of dyadic quality and duration on performance appraisal. Academy of Management Journal, 37(3), pp 499-521. 1994.
〔25〕 Ekehammar, B., Interactionism in personality from a historical perspective. Psychological Bulletin, 81(12), pp 1026. 1974.
〔26〕 Elicker, J. D., Levy, P. E., & Hall, R. J., The role of leader-member exchange in the performance appraisal process. Journal of Management, 32(4), pp 531-551. 2006.
〔27〕 Emerson, R. M., Social exchange theory. Annual Review of Sociology, 2(1), pp 335-362. 1976.
〔28〕 Endler, N. S., & Magnusson, D., Toward an interactional psychology of personality. Psychological Bulletin, 83(5), pp 956. 1976.
〔29〕 Erdogan, B., Kraimer, M. L., & Liden, R. C., Work value congruence and intrinsic career success: the compensatory roles of leader‐member exchange and perceived organizational support. Personnel Psychology, 57(2), pp 305-332. 2004.
〔30〕 Feldman, K. A., The association between student ratings of specific instructional dimensions and student achievement: Refining and extending the synthesis of data from multisection validity studies. Research in Higher Education, 30(6), pp 583-645. 1989.
〔31〕 Fernández-Aráoz, C., Groysberg, B., & Nohria, N., How to hang on to your high potentials. Harvard Business Review, 89(10), pp 76-83. 2011.
〔32〕 Gattiker, U. E., & Larwood, L., Career Success, Mobility and Extrinsic Career Satisfaction: Studying Corporate Managers. 1987.
〔33〕 Gattiker, U. E., & Larwood, L., Career success, mobility and extrinsic satisfaction of corporate managers. The Social Science Journal, 26(1), pp 75-92. 1989.
〔34〕 Gelens, J., Hofmans, J., Dries, N., & Pepermans, R., Talent management and organisational justice: Employee reactions to high potential identification. Human Resource Management Journal, 24(2), pp 159-175. 2014.
〔35〕 Gerstner, C. R., & Day, D. V., Meta-Analytic review of leader–member exchange theory: Correlates and construct issues. Journal of Applied Psychology, 82(6), pp 827. 1997.
〔36〕 Graen, G., & Cashman, J. F., A role-making model of leadership in formal organizations: A developmental approach. Leadership Frontiers, 143, pp 165. 1975.
〔37〕 Graen, & Scandura, T., Toward a psychology of dyadic organizing. Research in Organizational Behavior, 1987.
〔38〕 Graen, & Uhl-Bien, Relationship-based approach to leadership: Development of leader-member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, 6(2), pp 219-247. 1995.
〔39〕 Graen, G., Novak, M. A., & Sommerkamp, P., The effects of leader—member exchange and job design on productivity and satisfaction: Testing a dual attachment model. Organizational Behavior and Human Performance, 30(1), pp 109-131. 1982.
〔40〕 Graen, G. B., Liden, R. C., & Hoel, W., "ole of leadership in the employee withdrawal process. Journal of Applied Psychology, 67(6), pp 868. 1982.
〔41〕 Greenhaus, J. H., Callanan, G. A., & Godshalk, V. M., Career management (3 rd. ed. Fort Worth: Harcourt, pp., 2000.
〔42〕 Greenhaus, J. H., Parasuraman, S., & Wormley, W. M., Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of Management Journal, 33(1), pp 64-86. 1990.
〔43〕 Gutteridge, T. G., Predicting career success of graduate business school alumni. Academy of Management Journal, 16(1), pp 129-137. 1973.
〔44〕 Hall, D. T., Protean careers of the 21st century. The Academy of Management Executive, 10(4), pp 8-16. 1996.
〔45〕 Hall, D. T.,Careers in and out of organizations, Sage, 2002.
〔46〕 Han, G., Trust and career satisfaction: the role of LMX. Career Development International, 15(5), pp 437-458. 2010.
〔47〕 Harris, K. J., Kacmar, K. M., & Carlson, D. S., An examination of temporal variables and relationship quality on promotability ratings. Group & Organization Management, 31(6), pp 677-699. 2006.
〔48〕 Heslin, P. A., Conceptualizing and evaluating career success. Journal of Organizational Behavior, 26(2), pp 113-136. 2005.
〔49〕 Howard, A., & Bray, D. W.,Managerial lives in transition: Advancing age and changing times, Guilford Press, 1988.
〔50〕 Ilies, R., Nahrgang, J. D., & Morgeson, F. P., Leader-member exchange and citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 92(1), pp 269. 2007.
〔51〕 Jansen, P. G., & Vinkenburg, C. J., Predicting management career success from assessment center data: A longitudinal study. Journal of Vocational Behavior, 68(2), pp 253-266. 2006.
〔52〕 Jawahar, I., & Ferris, G. R., A longitudinal investigation of task and contextual performance influences on promotability judgments. Human Performance, 24(3), pp 251-269. 2011.
〔53〕 Judge, T. A., Cable, D. M., Boudreau, J. W., & Bretz, R. D., An empirical investigation of the predictors of executive career success. Personnel Psychology, 48(3), pp 485-519. 1995.
〔54〕 Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R., The big five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52(3), pp 621-652. 1999.
〔55〕 Kouzes, J. M., & Posner, B. The leadership challenge: The most trusted source on becoming a better leader. In: San Francisco, CA: Jossey-Bass. 2007
〔56〕 Liden, R. C., & Graen, G., Generalizability of the vertical dyad linkage model of leadership. Academy of management Journal, 23(3), pp 451-465. 1980.
〔57〕 Liden, R. C., & Maslyn, J. M., Multidimensionafity of leader-member exchange: An empirical assessment through scale development. Journal of Management, 24(1), pp 43-72. 1998.
〔58〕 Liden, R. C., Sparrowe, R. T., & Wayne, S. J., Leader-member exchange theory: The past and potential for the future. Research in Personnel and Human Resources Management, 15, pp 47-120. 1997.
〔59〕 Lombardo, M. M., & Eichinger, R. W., High potentials as high learners. Human Resource Management, 39(4), pp 321-329. 2000.
〔60〕 London, M., & Stumpf, S. A., Effects of candidate characteristics on management promotion decisions: An experimental study. Personnel Psychology, 36(2), pp 241-259. 1983.
〔61〕 Longenecker, C. O., & Fink, L. S., Key criteria in twenty-first century management promotional decisions. Career Development International, 13(3), pp 241-251. 2008.
〔62〕 Lounsbury, J. W., Loveland, J. M., Sundstrom, E. D., Gibson, L. W., Drost, A. W., & Hamrick, F. L., An investigation of personality traits in relation to career satisfaction. Journal of Career Assessment, 11(3), pp 287-307. 2003.
〔63〕 Magnusson, D., & Endler, N. S.,Personality at the crossroads: Current issues in interactional psychology, Lawrence Erlbaum Associates; New York: distributed by the Halsted Press Division of Wiley, 1977.
〔64〕 Marshall, G., What Got You Here Won′t Get You There: How Successful People Become Even More Successful. The Academy of Management Perspectives, 23(3), pp 103-105. 2009.
〔65〕 Ng, T. W., Eby, L. T., Sorensen, K. L., & Feldman, D. C., Predictors of objective and subjective career success: A meta‐analysis. Personnel Psychology, 58(2), pp 367-408. 2005.
〔66〕 Ng, T. W., & Feldman, D. C., The relationships of age with job attitudes: a meta‐analysis. Personnel Psychology, 63(3), pp 677-718. 2010.
〔67〕 Nyberg, A., Hanson, L. L. M., Leineweber, C., & Johansson, G., Do predictors of career success differ between Swedish women and men? Data from the Swedish Longitudinal Occupational Survey of Health, 10(10), 2015.
〔68〕 Peluchette, J. V. E., Subjective career success: The influence of individual difference, family, and organizational variables. Journal of Vocational Behavior, 43(2), pp 198-208. 1993.
〔69〕 Pepermans, R., Vloeberghs, D., & Perkisas, B., High potential identification policies: an empirical study among Belgian companies. Journal of Management Development, 22(8), pp 660-678. 2003.
〔70〕 Ready, D. A., Conger, J. A., & Hill, L. A., Are you a high potential. Harvard Business Review, 88(6), pp 78-84. 2010.
〔71〕 Rogers, R. W., & Smith, A. B., Spotting executive potential and future senior leaders. Employment Relations Today, 31(1), pp 51-60. 2004.
〔72〕 Rosenbaum, J. E., Career mobility in a corporate hierarchy. pp., 1984.
〔73〕 Scandura, T. A., & Graen, G. B., Moderating effects of initial leader–member exchange status on the effects of a leadership intervention. Journal of Applied Psychology, 69(3), pp 428. 1984.
〔74〕 Scandura, T. A., & Schriesheim, C. A., Leader-member exchange and supervisor career mentoring as complementary constructs in leadership research. Academy of Management Journal, 37(6), pp 1588-1602. 1994.
〔75〕 Schriesheim, C. A., Castro, S. L., & Cogliser, C. C., Leader-member exchange (LMX) research: A comprehensive review of theory, measurement, and data-analytic practices. The Leadership Quarterly, 10(1), pp 63-113. 1999.
〔76〕 Schriesheim, C. A., Neider, L. L., & Scandura, T. A., Delegation and leader-member exchange: Main effects, moderators, and measurement issues. Academy of Management Journal, 41(3), pp 298-318. 1998.
〔77〕 Seibert, S. E., Kraimer, M. L., & Liden, R. C., A social capital theory of career success. Academy of Management Journal, 44(2), pp 219-237. 2001.
〔78〕 Silzer, R., & Church, A. H., The pearls and perils of identifying potential. Industrial and Organizational Psychology, 2(4), pp 377-412. 2009.
〔79〕 Silzer, R., & Church, A. H., Identifying and assessing high-potential talent. Strategy-driven talent management: A leadership imperative, 28, pp 213-280. 2010.
〔80〕 Thacker, R. A., & Wayne, S. J., An examination of the relationship between upward influence tactics and assessments of promotability. Journal of Management, 21(4), pp 739-756. 1995.
〔81〕 Tiffan, B., Are you considered a high potential?. Physician Executive, 35(2), pp 74. 2009.
〔82〕 Tu, H. S., Forret, M. L., & Sullivan, S. E., Careers in a non-Western context: An exploratory empirical investigation of factors related to the career success of Chinese managers. Career Development International, 11(7), pp 580-593. 2006.
〔83〕 Turner, R. H., Sponsored and contest mobility and the school system. American Sociological Review, pp 855-867. 1960.
〔84〕 Van Scotter, J., Motowidlo, S. J., & Cross, T. C., Effects of task performance and contextual performance on systemic rewards. Journal of Applied Psychology, 85(4), pp 526. 2000.
〔85〕 Wakabayashi, M., Graen, G., Graen, M., & Graen, M., Japanese management progress: Mobility into middle management. Journal of Applied Psychology, 73(2), pp 217. 1988.
〔86〕 Wakabayashi, M., & Graen, G. B., The Japanese career progress study: A 7-year follow-up. Journal of Applied Psychology, 69(4), pp 603. 1984.
〔87〕 Wayne, S. J., Liden, R. C., Kraimer, M. L., & Graf, I. K., The role of human capital, motivation and supervisor sponsorship in predicting career success. Journal of Organizational Behavior, pp 577-595. 1999.

指導教授

林文政

審核日期

2018-7-9

推文