博碩士論文 105457007 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:6 、訪客IP:18.234.88.196
姓名 黃馨瑩(Shin-Ying Huang)  查詢紙本館藏   畢業系所 人力資源管理研究所在職專班
論文名稱 組織內部網絡連結對職涯成功的影響 – 以職涯贊助為中介變項
(The study of the relationship between network inside of the organization and career success: The mediating effect of career sponsorship)
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) 個人在組織內部建立的社會網絡,以及所累積的人力資本,可促進個人職涯成功,亦能提升組織績效,而過去與職涯成功相關的研究當中,較少基於華人社會文化較為謙虛保守的性格,從個人為出發點提出積極建立內部人際網絡、主動爭取職涯贊助的重要性。其次,傳統的師徒制功能,已經無法滿足現今個人在組織內部發展的需求,個人須主動辨識贊助者、並拿出優越的績效表現取得贊助者的肯定與信任,得到贊助者的推薦,將更有機會獲得職涯成功。故本研究主要探討職涯贊助對於個人在組織內部人際網絡與職涯成功的中介效果,期能幫助個人擺脫傳統文化思維,展現主動積極的態度與贊助者建立信任關係,進而獲得職涯成功;同時也期望透過職涯贊助的效果,為組織帶來發展人才、延續及保留組織內部的人力資本,確保人才競爭力。
本研究結果顯示,內部連結需透過職涯贊助的中介效果,才能對職涯成功帶來正向顯著的影響:(1)內部連結大小與職涯贊助存在正向關聯性;(2)職涯贊助與晉升次數存在正向關聯性;(3)職涯贊助與薪資成長幅度存在正向關聯性;(4)職涯贊助與職涯滿意度存在正向關聯性。
摘要(英) A social network established by an individual within an organization and the accumulated human capital may not only promote individual career success, but also improve organizational performance. In the earlier studies related to this issue, there was less based on the conservatism of Chinese social culture, actively from individual perspective to establish internal network, and initiative the importunacy of career success. Furthermore, traditional apprenticeship has no longer satisfied the needs of individual development within the organization, the individual has to recognize the sponsors proactively, in order to gain more chances to win the career success by providing excellent performance and get the affirmation and trust together with the recommendation from the sponsors.
This study mainly discuss the relationship between network inside of the organization and career success, with career sponsorship serving as a mediator. We hope that we can help individuals get rid of traditional cultural thinking, show positive attitude and establish trust relationship with sponsors, toward to the achievement of career success, in turns of enhance talent development, retain human capital within the organization, and ensure the competitiveness of talents.
A two-phased survey was conducted in this research with 376 valid surveys. The critical findings of this thesis are as following:
1.Inter-organization connection has a significantly more positive effect on career sponsorship.
2.Career sponsorship has a significantly more positive effect on numbers of promotions.
3.Career sponsorship has a significantly more positive effect on salary growth range.
4.Career sponsorship has a significantly more positive effect on career satisfaction.
關鍵字(中) ★ 網路理論
★ 職涯贊助
★ 職涯成功
關鍵字(英) ★ network theory
★ career sponsorship
★ career success
論文目次 目錄
中文摘要 I
誌謝 IV
目錄 V
圖目錄 VII
表目錄 VII
一、緒論 1
1-1 研究背景與動機 1
1-2 研究目的 4
二、文獻探討 5
2-1 內部網絡連結 5
2-2 職涯贊助(Career Sponsorship) 7
2-3 職涯成功(Career Success) 8
2-4 個人在組織內的人際網絡連結大小與職涯贊助之關聯性 9
2-5 職涯贊助與職涯成功之關聯性 10
三、研究方法 12
3-1 研究架構 12
3-2 研究樣本與程序 13
3-3 研究變項衡量 13
3-4 資料分析與統計方法 16
四、研究結果 17
4-1 樣本資料來源與特性 17
4-2 信度與效度分析 18
4-3 相關分析 20
4-4 假說檢定 21
五、結論與建議 23
5-1 研究結論與討論 23
5-2 研究貢獻 25
5-3 管理意涵 27
5-4 研究限制與研究建議 28
參考文獻 29
參考文獻 一、中文部份
〔1〕 黃光國,「儒家關係主義的理論建構及其方法理論基礎」,教育與社會研究,2(1),1-34頁,民90
〔2〕 韓貴香,「華人對成就的入際歸因方式與動機之分析研究」,人文及社會科學集刊,22(1),41-76頁,民99
二、英文部分
〔1〕 Allen, T. D., & Eby, L. T. (2003). Relationship effectiveness for mentors: Factors associated with learning and quality. Journal of management, 29(4), 469-486.
〔2〕 Arthur, A. R. (2005). When stress is mental illness: A study of anxiety and depression in employees who use occupational stress counselling schemes. Stress and Health, 21(4), 273-280.
〔3〕 Aryee, S., Chay, Y. W., & Tan, H. H. (1994). An examination of the antecedents of subjective career success among a managerial sample in Singapore. Human relations, 47(5), 487-509.
〔4〕 Baer, M. (2010). The strength-of-weak-ties perspective on creativity: A comprehensive examination and extension. Journal of Applied Psychology, 95(3), 592.
〔5〕 Bagozzi, R. P., Yi, Y., & Nassen, K. D. (1998). Representation of measurement error in marketing variables: Review of approaches and extension to three-facet designs. Journal of Econometrics, 89(1-2), 393-421.
〔6〕 Ballout, H. I. (2007). Career success: The effects of human capital, person-environment fit and organizational support. Journal of managerial psychology, 22(8), 741-765.
〔7〕 Barnes, J. A. (1954). Class and committees in a Norwegian island parish. Human relations, 7(1), 39-58.
〔8〕 Bauer, T. N., & Green, S. G. (1996). Development of leader-member exchange: A longitudinal test. Academy of management journal, 39(6), 1538-1567.
〔9〕 Bozionelos, N. (2003). Intra-organizational network resources: Relation to career success and personality. The International Journal of Organizational Analysis, 11(1), 41-66.
〔10〕 Bozionelos, N. (2008). Intra-organizational network resources: How they relate to career success and organizational commitment. Personnel Review, 37(3), 249-263.
〔11〕 Burt, R. S. (2004). Structural holes and good ideas. American journal of sociology, 110(2), 349-399.
〔12〕 Cashman, J., Dansereau Jr, F., Graen, G., & Haga, W. J. (1976). Organizational understructure and leadership: A longitudinal investigation of the managerial role-making process. Organizational Behavior and Human Performance, 15(2), 278-296.
〔13〕 Childs, A., & Klimoski, R. J. (1986). Successfully predicting career success: An application of the biographical inventory. Journal of Applied Psychology, 71(1), 3.
〔14〕 Coleman, J. S. (2000). Social capital in the creation of human capital Knowledge and social capital (pp. 17-41): Elsevier.
〔15〕 DeFillippi, R. J., & Arthur, M. B. (1994). The boundaryless career: A competency‐based perspective. Journal of organizational behavior, 15(4), 307-324.
〔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.
〔17〕 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.
〔18〕 Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 39-50.
〔19〕 Graen, G. B., & Uhl-Bien, M. (1995). 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), 219-247.
〔20〕 Granovetter, M. S. (1977). The strength of weak ties Social networks (pp. 347-367): Elsevier.
〔21〕 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.
〔22〕 Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006). Multivariate data analysis (6th ed). Uppersaddle River: Pearson Prentice Hall.
〔23〕 Hall, D. T., & Moss, J. E. (1998). The new protean career contract: Helping organizations and employees adapt. Organizational dynamics, 26(3), 22-37.
〔24〕 Harris, C. M., McMahan, G. C., & Wright, P. M. (2012). Talent and time together: The impact of human capital and overlapping tenure on unit performance. Personnel Review, 41(4), 408-427.
〔25〕 Harris, K. J., & Kacmar, K. M. (2006). Too much of a good thing: The curvilinear effect of leader-member exchange on stress. The Journal of social psychology, 146(1), 65-84.
〔26〕 Heredia, A. I. B. (2009). Determinants of career success for engineering technology program graduates. Universitat Ramon Llull.
〔27〕 Hetty Van Emmerik, I., Euwema, M. C., Geschiere, M., & Schouten, M. F. (2006). Networking your way through the organization: Gender differences in the relationship between network participation and career satisfaction. Women in Management Review, 21(1), 54-66.
〔28〕 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.
〔29〕 Judge, T. A., Kammeyer‐Mueller, J., & Bretz, R. D. (2004). A longitudinal model of sponsorship and career success: A study of industrial‐organizational psychologists. Personnel psychology, 57(2), 271-303.
〔30〕 Kimura, T. (2013). The moderating effects of political skill and leader–member exchange on the relationship between organizational politics and affective commitment. Journal of Business Ethics, 116(3), 587-599.
〔31〕 Kram, K. E., & Isabella, L. A. (1985). Mentoring alternatives: The role of peer relationships in career development. Academy of Management Journal, 28(1), 110-132.
〔32〕 Lankau, M. J., & Scandura, T. A. (2002). An investigation of personal learning in mentoring relationships: Content, antecedents, and consequences. Academy of management journal, 45(4), 779-790.
〔33〕 Leung, K. (2007). The glory and tyranny of citation impact: An East Asian perspective. Academy of management journal, 50(3), 510-513.
〔34〕 Lyness, K. S., & Thompson, D. E. (2000). Climbing the corporate ladder: do female and male executives follow the same route? Journal of Applied Psychology, 85(1), 86.
〔35〕 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.
〔36〕 Ng, T. W., & Feldman, D. C. (2007). Organizational embeddedness and occupational embeddedness across career stages. Journal of vocational behavior, 70(2), 336-351.
〔37〕 Ng, T. W., & Feldman, D. C. (2010). Organizational tenure and job performance. Journal of management, 36(5), 1220-1250.
〔38〕 Nunnally, J. C., & Bernstein, I. H. (1978). Psychometric theory.
〔39〕 Peluchette, J. V. E. (1993). Subjective career success: The influence of individual difference, family, and organizational variables. Journal of vocational behavior, 43(2), 198-208.
〔40〕 Ragins, B. R. (2007). Diversity and workplace mentoring relationships: A review and positive social capital approach. The Blackwell handbook of mentoring: A multiple perspectives approach, 281-300.
〔41〕 Rosenbaum, J. E. (1984). Career mobility in a corporate hierarchy.
〔42〕 Rushton, J. P., Brainerd, C. J., & Pressley, M. (1983). Behavioral development and construct validity: the principle of aggregation. Psychological bulletin, 94(1), 18.
〔43〕 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.
〔44〕 Tsui, A. S. (2007). From homogenization to pluralism: International management research in the academy and beyond. Academy of management journal, 50(6), 1353-1364.
〔45〕 Turner, R. H. (1960). Sponsored and contest mobility and the school system. American sociological review, 25(6), 855-867.
〔46〕 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, 577-595.
〔47〕 Wellman, B., & Berkowitz, S. D. (1988). Social structures: A network approach (Vol. 2): CUP Archive.
〔48〕 Wernerfelt, B. (1984). A resource‐based view of the firm. Strategic management journal, 5(2), 171-180.
〔49〕 Whiting, V. R., & de Janasz, S. C. (2004). Mentoring in the 21st century: Using the internet to build skills and networks. Journal of Management Education, 28(3), 275-293.
〔50〕 Wok, S., & Hashim, J. (2017). Communication Power as a Mediator on Networking and Career Success: A Structural Equation Modeling Approach., Communications of the IBIMA,Vol. 2017, doi: 10.5171/2017.424146
指導教授 林文政(Wen-Jeng Lin) 審核日期 2018-7-13
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