博碩士論文 109457002 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:31 、訪客IP:44.223.39.67
姓名 鄭昌晫(Chang-Cho Cheng)  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 數位轉型下管理者之領導力及管理職能模型研究 -以B公司為例
相關論文
★ 企業內部人力資源入口網站使用者滿意度調查–以A公司為例★ 員工內部行銷知覺、組織承諾與離職傾向之關係研究─以某科技公司為例
★ 研發人員創造力人格特質、工作價值觀對工作績效之影響-以某高科技研究機構為例★ 組織生涯管理對組織承諾影響之探討-以A公司為例
★ 導入以職能為基礎之評鑑中心可行性研究--以銀行業為例★ 360 度管理職能評鑑與受評者自我覺察能力之探討-個案公司跨年度研究
★ 探討中階主管人格特質、領導風格與工作績效之關聯性--以Y公司為例★ 因應公司經營策略變革之人力資源配置調整個案探討
★ 從組織變革觀點探討業務流程管理成效之個案研究★ 主管領導風格與員工人格特質對工作績效之影響
★ 矩陣式組織之專案績效考核制度探討-以某公司為例★ 企業因應員工分紅費用化之措施及其成效探討
★ 證券後勤基層主管職業生涯地圖之建立★ 企業導入卓越經營績效評量之案例探討
★ 主管領導風格對組織氣候與績效之影響探討-以T公司為例★ 人力資源管理措施對工作態度之影響探討-以台灣高鐵為例
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]
  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) 本研究主要探討個案公司之領導者及各階層管理團隊在數位轉型過程中所需具備之數位領導力及管理職能,依研究目的及工作內容,透過文獻整理數位領導力與職能相關研究之理論基礎與實務,在充分瞭解個案公司之經營理念及經營現況後,與主管進行深度訪談。
過程中以「行為事例訪談法」方式,產出領導力及職能構面之行為描述,反應出實際工作狀況。再透過相關職能辭典之資料,建立符合個案公司之領導力及管理職能項目問卷,調查並收集相關領導力及職能之可量化資料,與行為事例訪談相呼應。
最後經由個案公司之高階主管逐一檢視領導力及管理職能之關鍵行為指標,以確定個案公司在面臨數位轉型及外在環境變化下,所需之數位領導力及管理職能構面及模型。
本研究建立個案公司在數位轉型過程中所需具備之高階主管6項領導力及關鍵行為指標,中階、基層主管6項管理職能及關鍵行為指標,最終之建議可提供人力資源部門進行後續「結果作為公司在人力資源決策「甄選與任用、訓練及發展、晉升及考核、接班及儲備、職涯的發展」等人力資源作業運用上的參考及標準。
摘要(英) The subject of this research is about the leaders of the case company, when they need to face to digital transformation,What kinds of the digital leadership and management competency they need.
According to the research purpose and work content, through the literature compilation and the theoretical basis and practice of digital leadership and management competency research, after realizing the case company′s business philosophy and current business operation conditions and discussed with the leaders and managers.
In the process, the "behavior case interview method" is used to describe the behavior of leadership and competency aspects, reflecting the actual work situation.
Then, through the data of the relevant competency dictionary, establish a questionnaire for the leadership and management competency of the case company, investigate and collect quantifiable information on the relevant leadership and competency, and echo the behavior case interviews.
Finally, the leaders and managers of the case company examine the key behavioral indicators of leadership and management competencies one by one to determine the digital leadership and management competency aspects and models required by the case company in the face of digital transformation and changes in the external environment.
This research establishes 6 leadership and key behavioral indicators for high -level leaders of the case company, and 6 management competencies and key behavioral indicators for middle-level and grass-roots executives that a case company needs in the process of digital transformation. The final recommendations can be provided to the human resources department for follow-up " The results serve as a reference and standard for the company′s human resource operations such as "Selection and Staffing, Training and Development, Promotion and Assessment, Succession Plan, and Career Development" in human resource decision-making.
關鍵字(中) ★ 領導力
★ 數位領導力
★ 職能
★ 管理職能
★ 職能模型
關鍵字(英) ★ Leadership
★ Digital Leadership
★ Competency
★ Management Competency
★ Competency Model
論文目次 中文摘要 i
英文摘要 ii
目錄 iii
圖目錄 v
表目錄 vi
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 2
第二章 文獻探討 4
第一節 數位轉型與數位領導力 4
第二節 職能 9
第三節 領導力及管理職能模型 13
第四節 領導力及管理職能模型之用途 14
第五節 領導力及管理職能發展之目的 15
第三章 研究方法 18
第一節 個案公司介紹 18
第二節 研究對象 19
第三節 領導力及職能建構流程 20
第四節 資料蒐集 22
第四章 研究結果與分析 27
第一節 領導力及職能模型發展與確認 27
第二節 問卷評量與回收 34
第三節 研究分析 35
第五章 結論與建議 38
第一節 研究結論 38
第二節 管理實務意涵與意義 39
第三節 研究限制與後續建議 42
參考文獻 43
附錄一 個案公司領導力及管理職能模型訪談大綱示例 48
附錄二 個案公司領導力及管理職能模型問卷示例 53
附錄三 個案公司高階主管領導力模型 56
參考文獻 參考文獻
一、中文部份
IBM商業價值研究院:〈全球高階主管研究報告〉,2018年6月,取自:https://www.ibm.com/downloads/cas/LX1ZPE2K
何春盛:<以數位轉型驅動企業變革 Advantech Inno Talks> ,2020年2月,取自https://www.youtube.com/watch?v=5524cX4v9Zs&feature=youtu.be
吳秉恩,管理職能發展方案實施與成效關係研究,國立政治大學企業管理研究所博士論文,1984。
吳美連、林俊毅:《人力資源管理:理論與實務》,台北:智勝文化,1999。
李隆盛:〈工程與技術學院學生的核心能力〉,技術及職業教育雙月刊,第74期,教育部,2003,2-8頁。
邱睿彥,管理職能模型之建置-以T公司為例,國立中央大學人力資源管理研究所碩士論文,2015。
財團法人資訊工業策進會:《數位轉型化育者》,網路出版:資策會,2020。
張美月,管理職能模型之建置-以H公司為例,國立中央大學人力資源管理研究所碩士論文,2021。
張裕隆,我國「管理才能評鑑工具」發展及信效度分析研究計畫,國科會專題研究計劃,1998。
曾子碩:<數位轉型如何做? 企業成功轉型五步驟! >,2016年11月30日,取自https://taiwansmm.wordpress.com/2016/11/30/
湯海:<職能分析方法:第二章職能分析法,第四節行為事例訪談法,26頁>,勞動部勞動力發展署:職能分析方法簡介,取自https://icap.wda.gov.tw/Knowledge/knowledge_method.aspx
黃英忠:《產業訓練論》,台北:三民書局,1993。
詹文男、沈柏延:<不只是導入資訊系統與流程改善:七大構面檢驗數位轉型>,哈佛商業評論,2020年7月30日,取自:https://www.hbrtaiwan.com/article_content_AR0009849.html
劉曉雯,管理職能模式及其評鑑系統之設計─以Z公司為例,國立中央大學人力資源管理研究所碩士論文,2003。
劉燿瑜:<8 成的公司「數位轉型」中!你的領導方法跟上了嗎?>,經理人雜誌, 2021年6月4日,取自 https://www.managertoday.com.tw/topic/view/91/post/63087
歐宜佩、陳信宏:〈近期數位轉型發展趨勢之觀察〉,經濟前瞻,第178期,中華經濟研究院,2018,94-99頁。
鄭晉昌:〈互聯網時代組織領導力之數位轉型〉,T&D 飛訊,第 291 期,國家文官學院,2022,2-8頁。
戴爾科技集團: <戴爾科技集團數位轉型指數調查.iThome>,2019年5月1日,取自:https://www.ithome.com.tw/pr/130336
二、英文文獻
Almeida, F., Santos, J. D., & Monteiro, J. A. (2020). The challenges and opportunities in the digitalization of companies in a post-COVID-19 World. IEEE Engineering Management Review, 48(3), 97-103.
Athey, T. R., & Orth, M. S. (1999). Emerging competency methods for the future. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 38(3), 215-225.
Bonnet, D., & Westerman, G. (2021). The new elements of digital transformation. MIT Sloan Management Review, 62(2), 82-89.
Boyatzis, R. E. (1982). The Effective Manager: A Model for Effective Performance. In: Wiley, New York.
Brownlow, J., Zaki, M., Neely, A., & Urmetzer, F. (2015). Data and analytics-data-driven business models: A Blueprint for Innovation. Cambridge Service Alliance, 7(February), 1-17.
Dion Hinchcliffe. (2019), CIO Predictions for 2019
El Sawy, O. A., Kræmmergaard, P., Amsinck, H., & Vinther, A. L. (2016). How LEGO built the foundations and enterprise capabilities for digital leadership. MIS Quarterly Executive, 15(2).
Frankiewicz, B., & Chamorro-Premuzic, T. (2020). Digital transformation is about talent, not technology. Harvard Business Review, 6(3).
Goethals, G. R., Sorenson, G., & Burns, J. (2004). Leadership in the digital age. Encyclopedia of leadership, 4, 858-861.
Guglielmino, P., & Carroll, A. (1979). The Hierarchy of Management Skills:: Future Professional Development for Mid‐Level Managers. Management decision.
Guzmán, V. E., Muschard, B., Gerolamo, M., Kohl, H., & Rozenfeld, H. (2020). Characteristics and Skills of Leadership in the Context of Industry 4.0. Procedia Manufacturing, 43, 543-550.
Havelka, D., & Merhout, J. W. (2009). Toward a theory of information technology professional competence. Journal of Computer Information Systems, 50(2), 106-116.
Henriette, E., Feki, M., & Boughzala, I. (2015). The shape of digital transformation: A systematic literature review. Ninth Mediterranean Conference on Information Systems (MCIS), Samos, Greece.
https://seminar.twnic.tw/2018/file/0329-3-1.pdf
https://www.constellationr.com/blog-news/cio-predictions-2019
Ismail, R., & Zainal Abidin, S. (2010). Impact of workers’ competence on their performance in the Malaysian private service sector. Business and Economic Horizons (BEH), 2(1232-2016-101133), 25-36.
Katz, R. L. (1955). Skill of an effective administrator, Harvard Business Review, vol. 33, pp.33-42.
Klein, A. L. (1996). Validity and reliability for competency-based systems: Reducing litigation risks. Compensation & Benefits Review, 28(4), 31-37.
Kohnke, O. (2017). It′s Not Just About Technology: The People Side of Digitization. In G. Oswald & M. Kleinemeier (Eds.), Shaping the Digital Enterprise (pp. 69-91): Springer.
Lundberg, C. C. (1972). Planning the executive development program. California Management Review (pre-1986), 15(000001), 10.
McCall, M. W., Lombardo, M. M., & Morrison, A. M. (1988).The Lessons of
Experience: How Successful Executives Develop on the Job. Lexington, MA:
Lexington Books.
McClelland, D. C. (1973). Testing for Competence rather than for Intelligence. American Psychologist, 28(1), pp.1-24.
McLagan P.A. (1980). Competency models. Training and Development Journals, 34(12), pp22-26,1980.
McLagan, Patricia A. (1983). Models for excellence: The conclusions and recommendations of the ASTD training and development competency study. American Society for Training and Development.
Miborrow, G. (1988). Crafy management, Management Today, p.5. Wiley & Sons, Inc.
Milkovich, G.T., & Boudreau, J.W. (1997). Human Resource Management , Irwin.
Milkovich, George T. Newman. (1999). Compensation.
Mirabile, R. J. (1997). Everything you wanted to know about competency modeling. Training & development, 51(8), 73-78.
Oberer, B., & Erkollar, A. (2018). Leadership 4.0: Digital leaders in the age of industry 4.0. International journal of organizational leadership.
Obradović, V., Montenegro, A., & Bjelica, D. (2018). Digital era and project manager’s competencies. European Project Management Journal, 8(1), 4-9.
Parry S. B. (1998). Just What Is a Competency? And Why Should You Care? , Training, Vol 35, No.6, pp58-64.
Patton, M. Q. (1990). Qualitative evaluation and research methods. SAGE Publications, inc.
Petry, T. (2018). Digital leadership. In Knowledge management in digital change (pp. 209-218). Springer.
Quinn, E. R., Faerman, R. S., Thompson, P. M., & Mcgrath R. M. (1990). Becoming a Master Manager: A Competency Framework, N.Y.: John Wiley & Son.
Ralelin, J. A., & Cooledge, A. S. (1995). From generic to organic competencies, Human Resource Planning, pp.24-33.
Raymond,A.N, Employee Training Development, Chicago: IRWIN.1999.
Ross, J. (Nov.29, 2019). How Digital Changes the Role of Leaders. MIT Sloan Management Review. https://sloanreview.mit.edu/audio/howdigital-changes-the-role-of-leaders/
Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.
Schwertner, K. (2017). Digital transformation of business. Trakia Journal of Sciences, 15(1), 388-393.
Spencer, L. M. & Spencer, S. M. (1993). Competency at Work. John Wiley &Sons.
Tabrizi, B., Lam, E., Girard, K., & Irvin, V. (2019). Digital transformation is not about technology. Harvard Business Review, 13(March), 1-6.
The Enterprisers project. (2020), What is digital transformation?. The Enterprisers Project. https://enterprisersproject.com/what-is-digital-transformation
Wexley, K. N., & Baldwin, T. T. (1986). Management development. Journal of Management, 12(2), 277-294.
White, R. W. (1959). Motivation reconsidered: the concept of competence. Psychological review, 66(5), 297.
Wilson III, E. J., Goethals, G. R., Sorenson, G., & Burns, J. (2004). Leadership in the digital age. Encyclopedia of leadership, 4, 858-861.
Woodruffe,C.(1991).Competent by any time. Personal Management,23,30-33.
World Economic Forum and Accenture (2016). World Economic Forum white paper digital transformation of industries: in collaboration with Accenture . http://digital.weforum.org
Xu, H.-h., & Wang, Y.-h. (2009). Training system design for middle-level manager in coal enterprises based on post competency model. Procedia Earth and Planetary Science, 1(1), 1764-1771.
Yeung, A. K. (1996). Competencies for HR professionals: An interview with Richard E. Boyatzis. Human Resource Management (1986-1998), 35(1), 119.
指導教授 鄭晉昌(Jihn-Chang Jehng) 審核日期 2023-1-9
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