參考文獻 |
一、中文部份
1. 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。
2. 余德成(1996)。品質管理人性面系統因素對工作績效的影響。國立中山大學企業管理研究所博士論文。
3. 沈俊吟(2013)。適應性績效對晉升力評分之影響-以LMX及關係年資為調節變項(未出版之碩士論文)。國立中央大學,桃園市。
4. 吳雅惠(2016)。晉升對工作滿意度與離職傾向影響之研究。國立中央大學,桃園市。
5. 林文政(2009)。諸葛亮再聰明,也曾掉入這個用人陷阱!揮淚斬馬謖的啟示。經理人月刊,12,。
6. 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,。
7. 陳嘉彌(2009)。師徒制創造成功的職涯—徒弟密笈。台東:國立台東大學。
8. 陳真毓(2013)。工作績效和潛能對部屬晉升力評分的影響(未出版之碩士論文)。國立中央大學,桃園市。
9. 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。
10. 黃冠智(2013)。潛能,個人與主管適配與主管晉升力評分的關聯性(未出版之碩士論文),國立中央大學。
二、英文部份
1. Aiken, L. S., West, S. G., & Reno, R. R. (1991). Multiple Regression: Testing and Interpreting Interactions: Sage Publications, Inc.
2. Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E., & Lima, L. (2004). Career benefits associated with mentoring for protégé’s: A meta-analytic review. Journal of Applied Psychology, 89(1), 127–136.
3. Atwater, J. B. Kannan, V. R., & Stevens. A. A. 2008. Cultivating systemic thinking in the next generation of business leaders. Academy of Management Learning & Education, 7(1), 9-25.
4. Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the academy of marketing science, 16(1), 74-94.
5. 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.
6. Beechler, S., & Woodward, I. C. (2009), The global war for talent, Journal of International Management, 15(3), 273-285.
7. Berns, G. (2008). Iconoclast: A Neuroscientist Reveals How to Think Differently. Boston: Harvard Business School Press.
8. Blumberg, M., & Pringle, C. D. (1982). The missing opportunity in organizational research: Some implications for a theory of work performance. Academy of management Review, 7(4), 560-569.
9. Borman, W., & Motowidlo, S. (1993). Expanding the criterion domain to include elements of contextual performance. Personnel selection in organizations: 71–98. San Francisco, CA: Jossey-Bass.
10. Breaugh, J. A. (2011). Modeling the managerial promotion process. Journal of Managerial Psychology, 26(4), 264-277.
11. Burke, R. J., & McKeen, C. A. (1997). Benefits of mentoring relationships among managerial and professional women: A cautionary tale. Journal of Vocational Behavior, 51(1), 43-57.
12. Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology Handbook of industrial and organizational psychology, 1, 687-732.
13. Cappelli, P. (1999). Career Jobs Are Dead. California Management Review, 42(1). Marlinda, L., &Dalis, S. (2018). The Employee Promotion Base On Specification Job ’ s Performance Using : MCDM , AHP , And ELECTRE Method. 2018 6th International Conference on Cyber and IT Service Management (CITSM), (Citsm), 1–5.
14. Cavallo, K., & Brienza, D. (2006). Emotional competence and leadership excellence at Johnson & Johnson. Europe’s Journal of Psychology, 2(1).
15. Chao, G. T., Walz, P. M., & Gardner, P. D. (1992). Formal and informal mentorships: A comparison on mentoring functions and contrast with nonmentored counterparts. Personnel Psychology, 45(3), 619-636.
16. Conger JA, Fulmer RM. (2003). Developing your leadership pipeline. Harvard Business Review, 81, 76–84.
17. Cope, F. (1998). Current issues in selecting high potentials. People and Strategy, 21(3), 15.
18. Daghir, M. M., & Al Zaydi, K. I. (2005). The measurement of strategic thinking type for top managers in Iraqi public organizations-cognitive approach. International Journal of Commerce and Management, 15(1), 34-46.
19. David Chan, Neal Schmitt, Danielle Jennings, & Lori Sheppard. (1999). Developing Measures of Basic Job-Relevant English Proficiency for the Prediction of Job Performance and Promotability. Journal of Business and Psychology, 14(2), 305.
20. De Pater, I. E., Van Vianen, A. E. M., Bechtoldt, M. N., & Klehe, U. C. (2009). Employees’ challenging job experiences and supervisors’ evaluations of promotability. Personnel Psychology, 62, 297-325.
21. Derr, C. B., Jones, C., & Toomey, E. L. (1988). Managing high potential employees: Current practices in thirty-three U. S. corporations. Human Resource Management, 27, 273-290.
22. 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.
23. Dreher, G. F., & Bretz, R. D. (1991). Cognitive ability and career attainment: Moderating effects of early career success. Journal of Applied Psychology, 76(3), 392-397.
24. Dries, N. & Pepermans, R. (2012). How to identify leadership potential: Development and testing of a consensus model. Human Resource Management, 51(3), 361-385.
25. 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.
26. 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.
27. Dries, N., & Pepermans, R. (2012). How to identify leadership potential: Development and testing of a consensus model. Human Resource Management, 51(3), 361-385.
28. Dries, N., Van Acker, F., & Verbruggen, M. (2012). How ‘boundaryless’ are the careers of hig potentials, key experts and average performers? Journal of Vocational Behavior, 81, 271- 279.
29. Eby, L. T., Durley, J. R., Evans, S. C., & Ragins, B. R. (2008). Mentors’ perceptions of negative mentoring experiences: Scale development and nomological validation. Journal of Applied Psychology, 93(2), 358–373.
30. Ekehammar, B. (1974). Interactionism in personality from a historical perspective.Psychological Bulletin, 81, 1026-48
31. Endler, N. S., & Magnusson, D. (1976). Toward an interactional psychology of personality. Psychological Bulletin, 83, 956-971
32. Fagenson, E. A. (1989). The mentor advantage: perceived career/job experiences of protégés versus non‐protégés. Journal of Organizational Behavior, 10(4), 309-320.
33. Fagenson, E. A. (1994). Perceptions of Proteges’ vs Nonproteges’ Relationships with Their Peers, Superiors, and Departments. Journal of Vocational Behavior, 45(1), 55-78.
34. Ferrarie, K.E., (2005). Processes To Assess Leadership Potential Keep Shell’s Talent Pipeline Full. Journal of organizational excellence, 24(3), 17-22.
35. Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. Journal of marketing research, 382-388.
36. 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, 64-86.
37. Guan, Y., Guo, Y., Yang, X., Xu, J., Zhou, X., She, Z., et al. (2014). Career adaptability, calling and the professional competence of social work students in China: A career construction perspective. Journal of Vocational Behavior, 85, 394–408.
38. Hair, J. F., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998), Multivariate data analysis, 5th Edition, Upper Saddle River, New Jersey: Prentice-Hall International.
39. Holland, B. K. (1989). Motivation and job satisfaction. Journal of Property Management, 54(5), 32-37.
40. Hunt, D. M., & Michael, C. (1983). Mentorship: A career development training tool. Academy of Management Review, 8, 475-485.
41. Jawahar, I. M. & Ferris, G. R. (2011). A Longitudinal investigation of task and contextual performance influences on promotability judgments. Human Performance, 24, 251-269.
42. 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.
43. Karaevli A, Hall DT. (2003). Growing leaders for turbulent times: Is succession planning up to the challenge? Organizational Dynamics, 32, 62-79.
44. Kouzes, J., & Posner, B.(2007). The leadership challenge. San Francisco: Jossey-Bass.
45. Kram, K.E. (1985). Mentoring at work: Developmental relationships in organizational life. Glenview, IL: Scott, Foresman and Company.
46. Lombardo, M. M., & Eichinger, R. W. (2000). High potentials as high learners. Human Resource Management, 39(4), 321-329.
47. London M, Stumpf SA. (1983). Effects of candidate characteristics on management promotion decisions: An experimental study. Personnel Psychology, 36, 241-259.
48. Longenecker, C O.& Fink, L.S.(2008).Key criteria in twenty first century management promotional decisions, Career Development International, .13,.241-51.
49. 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, 777-785.
50. M. Campbell & Smith, 2014
51. Magnusson, D., & Endler, N. S. (1977). Interactional psychology: present status and future prospects. In: D. Magnusson, & N. S. Endler (Eds.), Current issues in interactional psychology (pp.3-36). Hillsdale, NJ: Lawewnce Erlbaum Associates.
52. McEnrue, M. P. (1988). Length of experience and the performance of their careers. Academy of Management Journal, 31(1), 175-185.
53. McQuown Gary (2011). Project Management: Avoiding Peter Principle Promotions. Management & Administration,Data and Analytic Solutions, Inc. Fairfax VA.
54. Medoff, J.L., & Abraham, K.G. (1981). Are Those Paid More Really More Productive? The Case of Experience. Journal of Human Resources, 16(2), 186-216.
55. Motowidlo, S. J., & Schmit, M. J. (1999). Performance assessment in unique jobs. The changing nature of job performance: Implications for staffing, motivation, and development . San Francisco, CA: Jossey-Bass.
56. 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.
57. Nunnally, J. C., & Bernstein, I. H. (1978). Psychometric theory.
58. 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.
59. Pepermans, R., Vloeberghs, D., & Perkisas, B. (2003). High potential identification policies: an empirical study among Belgian companies. Journal of Management Development, 22(8), 660-78.
60. Peter, L. J., & Hull, R. (1969). The Peter Principle. New York: Buccaneer Books.
61. Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P., 2003. Common Method Biases in Behavioral Research: A Critical Review of the Literature and Recommended Remedies, Journal of Applied Psychology, 88(5):879-903.
62. Preacher, K., Rucker, D., & Hayes, A. (2007). Addressing moderated mediation hypotheses: Theory, methods, and prescriptions. Multivariate Behavioral Research, 42, 185–227.
63. Ragins, B. R., & Scandura, T. A.(1994). Gender differences in expected outcomes of mentoring relationships. Academy of Management Journal, 37(4),957-972.
64. 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.
65. Ready, D. A., Conger, J. A., & Hill, L. A. (2010). Are you a high potential. Harvard Business Review, 88(6), 78-84.
66. Rogers, R.W. and Smith, A.B., (2004). Finding Future Perfect Senior Leaders: Spotting Executive Potential. Employment Relations Today, 31, 1.
67. Rogins, B. R., and D. B. McFarlin, 1990. Perceptions of Mentor Roles in Cross-Gender Mentoring Relationships. Journal of Vocational Behavior, 37,321-339.
68. 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.
69. Scandura, T. A.(1992). Mentorship and career mobility: An empirical investigation. Journal of Vocational Behavior, 13(2), 169-174.
70. 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.
71. Sessa VI. (2001). Executive promotion and selection. How people evaluate others in organizations. Mahwah, NJ: Erlbaum.
72. Silzer, R. & Church, A. H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psychology, 2(4), 377-412.
73. Silzer, R. & Dowell, B. (2010). Strategy-driven talent management: a leadership imperative. San Francisco: John Wiley & Sons
74. Silzer, R., & Church, A. H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psychology, 2(4), 377-412.
75. Slan-Jerusalim, R., & Hausdorf, P. A. (2007). Managers′ justice perceptions of high potential identification practices. Journal of Management Development, 26(10), 933-950.
76. Tammy D. Allen & Elizabeth Lentz & Rachel Day (2006). Career Success Outcomes Associated With Mentoring Others: A Comparison of Mentors and Non-mentors, Journal of Career Development, University of South Florida, Volume 32(3), 272-285.
77. Taylor, R. N. (1975). Preferences of Industrial Managers for Information Sources in Making Promotion Decisions. Journal of Applied Psychology, 60, 269-772.
78. Tiffan, B. (2009). Are you considered a" high potential?". Physician executive, 35(2), 74.
79. Turban, D. B., & Dougherty, T. W. (1994). Role of protégé personality in receipt of mentoring and career success. Academy of Management journal, 37(3), 688-702.
80. Turner, R. H. (1960). Sponsored and contest mobility and the school system. American Sociological Review, 855-867.
81. Van Scotter, J. R., Motowidlo, S. J., & Cross, T. C. (2000). Effects of task performance and contextual performance on systematic rewards. Journal of Applied Psychology, 85, 526–535.
82. Viswesvaran C, Ones DS. (2000). Measurement error in “Big Five factors” personality assessment: Reliability generalization across studies and measures. Educational and Psychological Measurement, 60, 224-235.
83. 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.
84. 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.
85. Wexley, K. N., & Klimoski, R. (1984). Performance appraisal: An update. In K. M. Rowland & G. R. Ferris (Eds.), Research in personnel and human resources management, 2, 35–79. Greenwich, CT: JAI Press.
86. 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.
87. Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. |