博碩士論文 944307010 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:30 、訪客IP:18.227.183.161
姓名 周日耀(Jih-Yao Chou)  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 員工對組織實施人才管理制度之認知與個人才能發展、離職傾向及生涯發展之關聯性探討-以個人成長需求為調節變項
(A Study of the Relationship among Employees’ Perception of Talent Management System, Acquirement Development, Intention to Leave and Career Development: Personal Growth Need Strength as a Moderating Variable.)
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) 未來十年企業所面臨最嚴苛的戰爭,將是從全球競爭蔓延到人才競爭。而在這場人才爭奪戰中,企業組織該如何順勢提升競爭優勢,重視「人才的管理與運用」正是贏的關鍵所在,因為攸關企業能否勝出的成功關鍵因素,不只是「人」而已,而是真正能為企業創造不凡價值的「人才」。然而許多研究調查均顯示,眾多企業卻正面臨找不到具有高績效表現及關鍵能力的人才的難題。因此企業實有必要思索一套具前瞻性的人才管理(Talent Management)策略,方能在選、用、育、留等一連串的人力資源管理過程當中,持續不斷的為企業創造價值,使「人才力」真正能轉化為企業的「競爭力」,而不會再有「人才用時方恨少」之歎!
而檢視企業所實施的人才管理制度的有效性與否,則可從人才管理制度分別對員工的才能發展、離職傾向及生涯發展的影響性來觀察。因此本研究透過問卷調查方式,以企業中表現優秀、並具成長潛力或業已被納入人才管理範疇的員工為研究對象,共回收有效問卷166份,回收率為56.27%,首先探討員工對組織實施的人才管理制度之認知程度分別與其個人的才能發展、離職傾向及生涯發展之間的關聯性;其次加入「個人成長需求」這個調節變項,探討一種重視工作富有挑戰性、獨立思考、追求尊嚴及自我實現的人格特質,是否會對各項人才管理制度影響員工個人的才能發展、離職傾向及生涯發展,具有調節效果的存在。研究結果發現如下:
1.員工認知職能模式實施的愈好,個人才能發展及生涯發展的程度愈高,而個人的離職傾向則愈低。
2.員工認知工作輪調實施的愈好,個人才能發展的程度愈高。
3.員工認知職涯管理制度實施的愈好,個人的離職傾向愈低。
4.員工認知360度回饋評鑑實施的愈好,個人生涯發展的程度愈高。
5.員工認知接班人計劃實施的愈好,個人生涯發展的程度愈高。
6.工作輪調與個人成長需求的交互作用對離職傾向具有負向的調節效果,亦即就高成長需求者而言,當認知工作輪調實施的愈完備,愈有助於降低個人的離職傾向。
7.接班人計劃與個人成長需求的交互作用對生涯發展具有正向的調節效果,顯示就高成長需求者而言,當認知接班人計劃實施的愈完備,愈有助於個人的生涯發展。
摘要(英) For the severest war that companies face of the future ten years, will spread from global competition to talent competition, and the talents create the most value for companies, so attaching great importance to talent management and applications that has become a significant concern for winning the talent wars. But in a lot of surveys display numerous companies are facing the difficulty of not finding the talents with the high performance and key ability. Therefore, companies must think the talent management strategy for recruitment, assignment, training and retention, besides creates the value for the company, also enables the talent power truly to transform for company’’s competitive power.
In order to understand the relationship among employees’ perception of talent management system, acquirement development, intention to leave and career development, and serve personal growth need strength as a moderating variable, this study selected outstanding, and had high potential of growing up or already been included in the talent management programs employees as the research object in Taiwan companies. By analyzing 166 valid samples, some of the key findings of the study included:
1.The more perception of competency model perceived the higher degree of personal acquirement development and career development, but the lower degree of intention to leave.
2.The more perception of job rotation perceived the higher degree of personal acquirement development.
3.The more perception of career management system perceived the lower degree of personal intention to leave.
4.The more perception of 360 degree feedback perceived the higher degree of personal career development.
5.The more perception of succession planning perceived the higher degree of personal career development.
6.There are negatively significant correlations between the interaction of perception of job rotation and personal growth need strength on intention to leave.
7.There are significant correlations between the interaction of perception of succession planning and personal growth need strength on career development.
關鍵字(中) ★ 人才管理
★ 才能發展
★ 成長需求強度
★ 生涯發展
★ 離職傾向
關鍵字(英) ★ intention to leave
★ growth need strength
★ acquirement development
★ career development
★ talent management
論文目次 第一章 緒論.......................................... 1
1-1 研究背景與動機................................. 1
1-2 研究目的....................................... 6
1-3 研究流程....................................... 7
第二章 文獻探討...................................... 8
2-1 人才管理之理論基礎............................. 8
2-2 人才管理制度之內涵............................. 11
2-3 人才管理制度與才能發展......................... 36
2-4 人才管理制度與離職傾向......................... 64
2-5 人才管理制度與生涯發展......................... 73
2-6 個人成長需求與才能發展、離職傾向及生涯發展..... 85
第三章 研究方法...................................... 90
3-1 研究架構與研究假設彙整......................... 90
3-2 研究變項之操作型定義與衡量..................... 93
3-3 研究對象與資料蒐集方法......................... 100
3-4 資料分析方法................................... 101
第四章 研究結果...................................... 103
4-1 回收樣本資料分析............................... 103
4-2 效度分析、因素分析、信度分析................... 108
4-3 相關分析....................................... 117
4-4 人才管理制度與主要變數之差異檢定............... 120
4-5 人才管理制度對主要變數之顯著性檢定............. 126
4-6 個人成長需求之調節效果檢定..................... 138
第五章 結論與建議.................................... 150
5-1 研究結論與討論................................. 150
5-2 管理意涵....................................... 156
5-3 研究貢獻....................................... 164
5-4 研究限制....................................... 166
5-5 未來研究方向................................... 168
參考文獻.............................................. 171
附 錄.............................................. 189
參考文獻 一、中文部分
人才資本雜誌,2007(a),「台灣惠氏個案分享:集中資源 重點培養15%關鍵人才」,第10期。
人才資本雜誌,2007(b),「從失業率、薪資漲幅 看人才競爭優勢:推行導師制企業較留得住人才」,第9期。
人才資本雜誌,2007(c),「落實績效管理系列二:德州儀器 善用績效發展計劃,讓員工適才適所」,第10期。
王永大,1996,「工作輪調與公務員工作生活品質提昇之研究(續) 」,人事管理,33(2):12-18。
王保進,2006,英文視窗版SPSS與行為科學研究,第三版,心理出版,台北。
古金英,2001,「建立一個輪調環境下受輪調員工的工作壓力源模式—以銀行業為例」,人力資源管理學報,第一卷第三期:1-25。
司徒達賢,1999,「有效教導部屬」,天下雜誌,10月號。
司徒達賢,2008,「分享意願才是指導員工的關鍵」,天下雜誌,4月號。
朴英培,1988,「工作價值觀、領導型態、作滿足與組織承諾關係之研究-以韓國電子業為例」,國立政治大學企業管理研究所博士論文。
何志偉,1996,「資訊人員的工作特性、成長需求與工作滿足之相關性研究」,國立中央大學資訊管理研究所碩士論文。
余宜芳,2007,台積DNA,天下遠見出版股份有限公司,台北。
余靜雯,2005,「半導體封測業主管管理才能評鑑模式與接班人計劃之研究-以A公司為例」,國立中山大學人力資源管理研究所碩士論文。
吳政哲,2000,「高科技產業工程專業人員職能需求分析—以某半導體公司為例」,國立中央大學人力資源管理研究所碩士論文。
吳美連,2005,「找一位良師:師徒關係對女性工作適應與職涯晉昇的影響」,T&D飛訊,35:1-19。
呂瑞菱,2007,「經理人教練角色與團體凝聚力之個案調查」,私立長庚大學企業管理研究所碩士論文。
李 誠,2006,「導讀:知識工作者可以管理嗎?」,湯瑪士‧戴文波特(Thomos H. Davenport)著,思考型工作者,黃秀媛譯,天下遠見出版股份有限公司,台北。
李長貴,2000,人力資源管理─組織生產力與競爭力,華泰文化事業公司,台北。
李開復,2006,做21世紀的人才,聯經出版事業股份有限公司,台北。
林文政,2000,「製造業人力資源專業職能之研究」,中山管理評論,九卷四期:621-654。
林文政,2002,「國防科技研發機構核心人力建構模式之研究」,行政院國家科學委員會專題研究計劃成果報告(計劃編號:NSC91-2623-7-008-004)。
林文政,2006(a),「留住頂尖員工的新關鍵字“人才管理” (Talent Management)」,人才資本雜誌,第2期。
林文政,2006(b),「發現企業關鍵人才」,人才資本雜誌,第5期。
林宜怡,2001,「組織職涯發展之程度對工作態度影響之探討」,國立中央大學人力資源管理研究所碩士論文。
邱皓政,2002,量化研究與統計分析-SPSS中文視窗版資料分析範例解析,三版,五南,台北。
美商宏智國際企管顧問公司(DDI),2008,「菁英人才管理~CEO所扮演的角色:CEO如何為組織孕育與培育明日之星」,DDI電子報,4月份。
美商惠悅(Watson Wyatt)企管顧問公司,2008,惠悅觀點(Watson Wyatt Perspective) ─好人才難尋,1月~3月號:29。
徐淑琳,2001,「我國大學圖書館館員工作輪調之研究」,國立政治大學圖書資訊研究所碩士論文。
張保隆、周瑛琪和鄭妃君,2005,「護理人員生涯需求與醫院職涯發展方案差距對離職傾向之影響-以工作滿意為中介變項」,經濟與管理論叢(Journal of Economics and Management),Vol. 1,No.1:15-34。
張玲娟,2004,「人才管理企業基業常青的基石」,能力雜誌,581期(2004年7月號)。
張裕隆,1997-1998,「三百六十度回饋(一)~(九)」,國魂,624~634期,十一月號~七月號。
曹國雄、黃英忠、黃同圳、張火燦和王秉鈞著,2002,人力資源管理,第二版,華泰文化事業公司,台北。
莊佑康,1997,「我國企業工作輪調實施之調查研究—以製造業與服務業為例」,國立中山大學企業管理研究所碩士論文。
許士軍,1996,「知識社會下的管理與領導」,世界經理文摘,122頁。
許慈倩,2007(a),「高階教練Executive Coaching──經營管理的新顯學」,人才資本雜誌,第9期。
許慈倩,2007(b),「關鍵人才管理系列報導—匯豐銀行以能力模型發展關鍵人才」,人才資本雜誌,第8期。
陳兆慶,1998,「企業續承計劃與組織特性及管理績效關係之研究」,國立中央大學人力資源管理研究所碩士論文。
陳旭播,1999,「企業員工工作自我成長需求與潛力發展滿意度關係之探討」,企業管理學報,45期:127-154。
陳志鈺,2001,「百貨業樓面管理人員職能量表之建立-以某百貨公司為例」,國立中央大學人力資源管理研究所碩士論文。
陳信宏,2006,「人際吸引對師徒間相似性與師徒功能中介效果之探討」,國立台灣科技大學企業管理系研究所碩士論文。
陳彩怡,2004,「工作輪調對社會網路利益、生涯成功與離職傾向關係之研究─以銀行從業人員為例」,私立銘傳大學國際企業管理研究所碩士論文。
陳惠如,2006,「高效能主管培訓計畫」,人才資本雜誌,第5期。
陳惠如,2007,「關鍵員工 量身打造培育計劃」,人才資本雜誌,第6期。
辜文賢,2003,「薪酬結構、分配公平與百貨公司專櫃銷售人員工作表現關係之研究-工作經驗、銷售能力與成長需求強度的干擾效應」,國立中山大學人力資源管理研究所碩士論文。
黃 賀,1997,「我國企業工作輪調實施現況之研究」,行政院國家科學委員會專題研究計劃成果報告(計劃編號:NSC86-2416-H110-033)。
黃正雄,2005(a),「教練行為與員工效能:人力資本導向之研究,working paper」,長庚大學企業管理研究所。
黃正雄,2005(b),「領導力與人力資本關係:人力資本觀點下教練行為之研究」,行政院國家科學委員會專題研究計劃成果報告(計劃編號:NSC 93-2416-H-182-012)。
黃正雄,2006,「工作力承諾模式之研究成果報告」,長庚醫院專案計劃成果報告(研究案號:CARPD340021)。
黃先鋒、廖敏齡和周澤民,2005,「工作輪調、工作滿足與組織承諾相關性之實證研究」,人力資源管理學報,2005冬季號,第五卷第四期:107-129。
黃同圳,1999,「國軍幹部生涯規劃之研究」,國防部八十七年度委託研究報告。
黃英忠,1989,現代人力資源管理,華泰事業股份有限公司,台北。
黃英忠,2001,現代管理學,四版,華泰事業股份有限公司,台北。
黃英忠、曹國雄、黃同圳、張火燦和王秉鈞著,2002,人力資源管理,第二版,華泰文化事業公司,台北。
黃家齊,2002,「人力資源管理系統與組織績效-智慧資本觀點」,管理學報,第19卷第3期:415-450。
黃琡珺,1997,「以質化研究方式探討企業工作輪調實施之利弊」,長榮學報,1(1):29-44。
楊主行,2000,「國際觀光旅館員工對工作輪調與生涯發展關係之認知研究」,私立中國文化大學觀光事業研究所碩士論文。
楊尊恩,2003,「職能模式在企業中實施之現況調查」,企業人力資源管理實務專題研究成果發表會,國立中央大學人力資源管理研究所。
楊謹先,2005,「繼承人計劃在我國大型企業應用之研究」,國立中山大學人力資源管理研究所碩士論文。
溫金豐,2001,「新進管理碩士的組織調適:組織社會化實務、工作經驗及成長需求強度的效應」,人力資源管理學報,2001秋季號,第一卷第二期: 39-56。
溫金豐,2005,「新進專業人員的組織社會化戰術與組織認同之關係:工作經驗與成長需求強度的干擾效應」,臺大管理論叢,第十五卷第二期:143-164。
葉鳴美,1995,「我國銀行業從業人員教育訓練與生涯發展之研究」,國立政治大學勞研所碩士論文。
趙皇賓,2002,「工作輪調對員工生涯發展結果影響之探討-以台灣國產汽車前五大製造業為例」,國立中山大學人力資源管理研究所碩士論文。
劉光明,2005,「知識管理與工作績效關係之探討-以組織文化知覺與成長需求強度為干擾變數」,國立中山大學人力資源管理研究所碩士論文。
劉宜靜,2000,「高階行政人員核心能力之分析—五國的經驗與啟示」,國立政治大學公共行政學系碩士論文。
劉芳君,2003,「組織人力精簡對留任員工之態度和行為及組織績效關係之研究」,國立中山大學人力資源管理研究所碩士論文。
劉筱寧,2001,「徒弟個人特質、性別角色與師徒關係類型、性別組合對師徒功能影響之研究」, 私立中原大學企業管理學系碩士論文。
劉曉雯,2003,「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。
滕青芬,1987,「台灣省縣市社工員離職行為和離職傾向之研究」,私立東海大學社會工作研究所碩士論文。
蔡明田、余明助,2000,「企業文化、組織職涯管理與組織績效之關係研究─以台灣高科技產業為例」,管理評論,第十九卷第三期:51-75。
蔡進雄,1993,「國民中學校長領導方式與教師組織承諾關係之研究」,國立台灣師範大學教育研究所碩士論文。
蔡維奇,2002,「員工訓練與開發」,李誠主編,人力資源管理的12堂課,天下遠見出版股份有限公司,台北。
鄭呈皇,2007,「人才 是策略的第一個步驟」,商業周刊,1007期。
鄭瀛川、王榮春、曾河嶸,1997,績效管理,世台管理顧問股份有限公司,台北。
鄧國宏,2000,「主管管理才能評鑑量表之建立與信、效度分析-以某商銀為例」,國立中央大學人力資源管理研究所碩士論文。
蕭惠文,2004,「影響教導行為因素之探討-一項貫時性之研究」,國立中央大學人力資源管理研究所碩士論文。
薛雅菁,2006,「Coaching教練型領導 不會指導部屬別當主管!」,Career雜誌,367期。
謝安田,1991,人事管理,第六版,自行出版,台北。
顏文香,1989,江懷良平原著,企業幹部培育戰略,超越企管,台北。
蘇守謙、范錚強,2000,「技術變遷與人際接觸對資訊人員職業焦崩之影響研究」,亞太管理評論,3 期:42-63。
蘭堉生,1996,「員工生涯發展制度建立模式之個案研究」,國立中央大學人力資源管理研究所碩士論文。
顧忠平,2005,「員工之組織變革認知與其組織承諾關聯性之研究-以國防部軍政體系幕僚機構為例」,私立中原大學企業管理研究所碩士論文。
二、英文部分
Abrams, Michael N. 2004. “Market memo: Five essential elements of an effective succession plan”, Health Care Strategic Management, Aug.: 1, 17-19.
Allen, T. D., McManus, S E. & Russell Russell, J.E. A. 1999. “Newcomer Socialization and Stress: Formal Peer Relationships as a Source of Suppor”, Journal of Vocational Behavior, 54: 453-470.
Andreas, G. M. 2002. “Effects of concept of career plateaus on performance, work satisfaction and commitment”, International Journal of Manpower, 23(8): 716-733.
Anthony, W. P., Perrewe, P. L., & Kacmar, K. M. 1993. “Strategic Human Resource Management”, Fort Worth, TX: Dryden Press.
Antonioni, D. 1996. “Designing an effective 360-degree appraisal feedback process”, Organizational Dynamics, 32: 24-38.
Arthur, F., & Lawrence, D. 1984. “A multivariate analysis of the determinants of job turnover”, Journal of Applied Psychology, 67(3): 250-360.
Aryee, S. and Leong, C. C. 1991. “Career Orientations and Work Outcomes Among Industrial R&D Professionals,” Group & Organization Studies, 16(2): 193-205.
Atchison, T. 1991. “The employment relationship: Untiedor re-tied”, Academy of Management Executive, 5(4): 52–62.
Atwater, L. & Waldman, D. 1998. “360 degree feedback and leadership development”, Leadership Quarterly, 9(4): 423-426.
Barney, J. B. 1991. “Firms Resources and Sustained Competitive Advantage”, Journal of Management, 17: 99-120.
Barney, J. B., and Wright, P. M. 1998. “On Becoming a Strategic Partner: The Role of Human Resources in Gaining Competitive Advantage”, Human Resource Management, 37(1): 31-46.
Becker, B. E. & Huselid, M.A. 1998. “High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications”, Research in Personnel and Human Resource Management, 16: 53-101.
Becker, G. S. 1976. The Economic Approach to Human Behavior, Chicago: University of Chicago Press.
Becker, G. S. 1993. Human Capital: A Theoretical and Empirical Analysis with Special Reference to Education (3rd ed.), Chicago: University of Chicago Press.
Belsley, D. A., Kuh, E., & Welsch, R. E. 1980. Regression diagnostics: Identifying influential data and sources of collinearity, New York: John Wiley.
Bennett, 2003. “Training Strategies for Tomorrow”, Bradford, 17(4): 7.
Berger, L. A., & Berger, D. R. 2003. The Talent Management Handbook: Creating Organizational Excellence by Identifying, Developing, and Promoting Your Best People, McGraw-Hill; 1 edition.
Bernardin, H. J., & Dahmus, S. A., & Redmon, G. 1993. Attitudes of first-line supervisors.
Bielous, G. S. 1998. “Effective Coaching: Improving Marginal Performers”, Supervision, 15.
Blanchard, K., Zigarmi, P., & Zigarmi, D. 1985. Leadership and the One Minute Manager: Increasing Effectiveness through Situational Leadership, New York: William Morrow.
Bossidy, L., & Charan, R. 2002. Execution: The Discipline of Getting Things Done, Crown Business. (包熙迪、夏藍著,2003,執行力,李明譯,天下遠見出版股份有限公司,台北。)
Boyatzis, R. E. 1982. The competence manager: A model for effective performance, New York: John Wiley & Sons Inc.
Bozionelos, N. 2004. “Mentoring provided: Relation to mentor’s career success, personality, and mentoring received”, Journal of Vocational Behavior, 64(1): 24-26.
Burdett, J. O. 1998. “Forty things every manager should know about coaching”, Journal of Management Development, 17(2): 142-152.
Burke, L. A. 1997. “Developing High-Potential Employees In The New Business Reality”, Business Horizons, 40(2): 18-24.
Burke, R. J., & McKeenna, C. A. 1989. “Developing formal mentoring programs in organizations.” Business Quarterly, 53: 69-76.
Burke, R. J., & McKeenna, C. A. 1993. “Use of Career Strategies by Managerial and Professional Women”, The International Journal of Career Management, 5(4): 19-24.
Byars, L.L., & Rue, L.W. 1994. Human Resource Management, New York: McGraw Hill.
Campion, M. A., Cheraskin, L., & Stevens, M. J. 1994. “Career-related antecedents and outcomes of job rotation”, Academy of Management Journal, 37(6): 1518-1542.
Caudron, S. 1996. “Plan today for an unexpected tomorrow”, Personnel Journal, 9: 40-45.
Chao, G.T., Walz, P.M., & Gardner, P. 1992. “Formal and Informal Mentorships: A Comparison on Mentoring Functions and Contrast with Nonmentored Counterparts”, Personnel Psychology, 45: 619-636.
Charan, R., Drotter, S., & Noel, J. 2000. The Leadership Pipeline: How to Build the Leadership Powered Company, Jossey-Bass.
Church, H. A., & Bracken, W. D. 1997. “360-Degree Feedback Systems”, Thousand Oaks, CA: Sage Publications, Special Issue of Group & Organization Management, June.
Cole-Comolski, R. 1998. “Study: Money Can’t Buy IT Loyalty”, Compute World, August: 4.
Conger, J. A., & Fulmer, R. M. 2004. Growing Your Company's Leaders: How Great Organizations Use Succession Management To Sustain Competitive Advantage, AMACOM.
Cordero, R., DiTomaso, N., & Farris, G. F. 1994. “Career Development Opportunities and Likelihood of Turnover Among R&D Professionals”, IEEE Transactions on Engineering Management, 41(3): 223-233.
Couger, J. D., & Zawacki, R. A. 1980. Motivating and Managing Computer Personnel, New York: John Wiley & Sons, Inc.
Couger, J. D., Motivators vs. 1988. “Demotivators in the IS Environment”, Journal of Systems Management, 39(6): 36-41.
Dalton, G., Thompson, P. & Swallwood, W. 1986. “Helping Engineers Help Themselves”, IEEE Spectrum, 23(12): 43-47.
Dalton, M. 1997. “Are competency models a waste?”, Training and Development, 46-49.
Dash, J. 2000. “Coaching to Aid IT Careers, Retention”, Computer World, March 20: 52.
Davenport, H. T. 2005. Thinking for a Living: How to Get Better Performances And Results from Knowledge Workers, Harvard Business School Press. (湯瑪士‧戴文波特著,2006,思考型工作者,黃秀媛譯,天下遠見出版股份有限公司,台北。)
Day, R., & Allen, T. D. 2004. “The relationship between career motivation and self-efficacy with protégé’s career success”, Journal of Vocational Behavior, 64(1):72-91.
De Janasz, S. C., Dowd, K. O., & Schneider, B. Z. 2002. Interpersonal Skills in Organizations, McGraw-Hill, Singapore.
Delaney, J. M., and Huselid, M. A. 1996. “The Impact of Human Resource Management Practices on Perceptions of Organizational Performance”, Academy of Management Journal, 39: 949-969.
Delery, J. E. and D. H. Doty. 1996. “Theoretical Frameworks in Strategic Human Resource Management: Universalistic, Contingency, and Configurational Perspectives.” Academy of Management Journal, 39(4): 802-35.
Derr, C. B., Jones, C., & Toomey, E. L. 1988. “Managing high potential employees: Current practices in 33 U.S. corporations”, Human Resource Management, 27(3): 273-290.
DeSimone, L. R. and Harris, M. D. 1998. Coaching, Human Resource Development, 2nd, America, Dryden: 277-301.
Dessler, G. 2000. Human Resource Management, 8th ed. N.J.: Prentice-Hall.
Donaldson, S. I., Ensher, E. A., & Grant-Vallone, E. J. 2000. “Longitudinal Examination of Mentoring Relationships on Organizational Commitment and Citizenship Behavior” Journal of Career Development, 26(4): 233-249.
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.
Dreher, G. F. & Cox, T. H. 1996. “Race, Gender, and Opportunity: A Study of Compensation Attainment and the Establishment of Mentoring Relationships”, Journal of Applied Psychology, 81(3): 297-308.
Dutton, G. 1996. “Future shock: Who will run the company? ”, Management Review, 85: 19-23.
Dzinkowski, Ramona. 2000. “The Measurement and Management of Intellectual Capital: An Introduction”, Management Accounting, 78(2): 32-36.
Eastman, L. J. 1994. “A review of succession planning literature”, Succession Planning, North Carolina, Center for Creative Leadership.
Edwards, R. M., & Ewen, J. A. 1996. 360° Feedback: The powerful new model for employee assessment & performance improvement, New York: AMACOM.
Edwards, R. Mark. 1989. “Making performance appraisals meaningful and fai”, Business, Jul-Sep: 17-25.
Elsdon, R., & Iyer, S. 2000. “Keeping the workers at Sun Microsystems”, Human Resource Management International Digest, 8: 13-14.
Evered, R. D., & Selman, J. C. 1989. “Coaching and the art of management”, Organizational Dynamics, 18: 16-32.
Fagan, M. M., & Ayers, K. J. 1985. “Police mentors”, FBI Law Enforcement Bulletin (813).
Fagenson, E. A. 1989. “The mentor advantage: perceived career/job experiences of protégés versus non-protégés”, Journal of Organizational Behavior, 10: 309-320.
Fisher, S., & Shaw, J. 1993. Human Resource Management, New York: McGraw-Hill.
Flamholtz, E. G., & Lacey, M. 1981. Personnel management, human capital theory, and human resource accounting, Los Angeles: Institute of Industrial Relations, University of California.
Fleischmann, S.T. 2000. “Succession management for the entire organization”, Employment Relations Today, 27(2): 53-62.
Forbes, J. B., & Wertheim, S. E. 1985. “Promotion, succession, and career systems”, In Handbook of Human Resource Management, Eds.
Fournies, E. F. 1987. Coaching for improved work performance, New York: Liberty Hall Press.
Friedman, L. T. 2005. The World Is Flat, Penguin Books Ltd, (湯馬斯‧佛里曼著,2005,世界是平的,楊振富,潘勛譯,雅言文化,台北。)
Friedman, S. D. 1986. “Succession System in Large Corporations: Characteristics and Correlates of Performance”, Human Resource Management, 25(2):191- 213.
Frisch, M. H. 2001. “The emerging role of the internal coach”, Consulting Psychology Journal, 53(4): 240-250.
Funderburg, S.A., & Levy, P. E. 1997. “The influence of individual and contextual variables on 360-degree feedback system attitudes”, Group & Organization Management, 22(2): 210-235.
Gakovic, A., & Yardley, K. 2007. “Global Talent Management at HSBC”, Organization Development Journal, 25(2): 201-206, ABI/INFORM Global.
Garden, A. M. 1990. “Career Orientations of Software Developers in a Sample of High Tech Companies”, R&D Management, 20(4): 337-353.
Gatewood, D. R., & Field, S. H. 1998. Human Resource Selection, Orlando, FL: The Dryden Press.
Glueck, W. F. and Milkovich, G. T. 1982. Personnel - A Diagnostic Approach, Piano, Tex.: Business Publications.
Godshalk, V. M., & Sosik, J. J. 2003. “Aiming for career success: The role of learning goal orientation in mentoring relationships”, Journal of Vocational Behavior, 63(3):417-437.
Goffee, R., & Jones, G. 2007. “Leading Clever People”, Harvard Business Review, March. (高菲、瓊斯,2007,「當部屬比你優秀」,閻紀宇譯,哈佛商業評論,六月。)
Goleman, D. 2000. “Leadership that gets results”, Harvard Business Review, 78-91.
Gordon, J. 1996. “The Winner and The Loser is Career Development”, Training, 33(9): 6.
Granrose, C. S. and Portwood, J. D. 1987. “matching Individual Career Plans and Organizational Career Management”, Academy of Management Journal, 30(4): 699-720.
Grant, R. M. 1991. “The Resource-based Theory of Competitve Advantage: Implication for Strategy Formulation”, California Management Review, 33(3): 114-135.
Greenhaus, J.H., and Callanan, G. A. 1994. Career management (2nd Edition). Fort Worth TX: The Dryden Press.
Guinn, S. L. 2000. “Succession planning without job title”, Career Development Internal, 5(7): 390-392.
Guralnik, D.B. 1971. The Webster's New World Dictionary of the American Language. NJ: Prentice Hall.
Gutteridge, T. G., Leibowitz, Z. B., & Shore, J. E. 1993. Organizational career development, San Francisco: Jossey-Bass Inc, 2.
Hackman, J. R., & Oldham, G. R. 1975. “Development of the Job Diagnostic Survey”, Journal of Applied Psychology, 60(2): 159-170.
Hackman, J. R., & Oldham, G. R. 1980. Work Redesign, Massachusetts: Addison-Wesley.
Hall, D. T. 1984. “Human resource development and organizational effectiveness”, In C. J. Fombrun, N. M. Tichy, & M. A. Devanna (Eds.), Strategic Human Resource Management, 159-181, New York: Wiley.
Hall, D. T. 1986. Career Development in Organizations, San Francisco: Jossey Bass Publishers.
Hall, D. T. and Associates. 1988. Career Development In Organizations, Jossey-Base, 54.
Hall, D., & Isabella, L. 1985. “Downward movement and career development”, Organizational Dynamics, 14(1): 5-23.
Harding, D. & Rouse, T. 2007. “Human Due Diligence”, Harvard Business Review, April, (哈定、羅斯,2007,「誰把人才併掉了」,胡瑋珊譯,哈佛商業評論,4月。)
Hargrove, R. 1995. Masterful Coaching, San Francisco: Pfeiffer.
Harvard Business School Press. 2004. Coaching and Mentoring: How to Develop Top Talent and Achieve Stronger Performance, Harvard Business Essentials.
Haywood, B. G. 1993. “Career Planning and Development”, Hosp Materiel Manage Q, 14: 42-48.
Hazucha, F. J., Hezlett, A. S., & Schneider J. R. 1993. “The impact of 360-degree feedback on management skills development”, Human Resource Management, 32(2&3): 325-351.
Helen, H. J. 2000. “How Executives Grow”, The McKinsey Quarterly.
Hellervik, L. W., Hazucha, J. F., & Schneider, R. J. 1992. “Behavior change: Models, methods, and a review of the evidence”, In M. D. Dunnette & L. Hough (Eds.), Handbook of industrial and organizational psychology, (Vol. 30), Palo Alto, CA: Consulting Psychologists.
Hellriegel, D., Jackson, S. E., & Slocum, J. W. 2002. Management: A competency-based approach, (9th ed.). Mason, OH: Thomson South-Western.
Hotek, D. R. 2002. “Skills for the 21st century supervisor: What factory personnel think”, Performance Improvement Quarterly, 15(2): 61-83.
HR Focus, 2006. “Critical Issues in HR Drive 2006 Priorities: #1 Is Talent Management”, 83, 1; ABI/INFORM Global, Jan.
Humphrey, B. & Stokes, J. 2000. “The 21st century supervisor”, HR Magazine, 185-192.
Hunt D. M. & Michael C. 1983. “Mentorship: A career training and development tool”, Academy of Management Review, 8: 475-485.
Huselid, M. A., Beatty, R. W., & Becker, B. E. 2005. ““A”players or “A”Positions?--The Strategic Logic of Workforce Management”, Harvard Business Review, December. (Huselid、Beatty、Becker,2005,「頂尖員工還是關鍵職位—員工管理的策略邏輯」,陳惠芳譯,哈佛商業評論,12月。)
Huselid, M., Jackson, S. E., & Schuler, R. S. 1997. “Technical and Strategic Human Resource Management Effectiveness as Determinants of Firm Performance”, Academy of Management Journal, 40(1):171-188.
IBM, 2008. “Unlocking the DNA of the Adaptable Workforce: The IBM Global Human Capital Study 2008”.
Jack Welch, 2002. Jack: Straight from the Gut,. (傑克.威爾許著,2002,jack,黃佳瑜譯,大塊文化出版股份有限公司,台北。)
Jeffery, K. S., Charles, M. F. & Rajan, V. 1989. “Exploring salesperson turnover: Acausal model”, Journal of Business Research, 18, 307.
Jim Collins. 2002. Good to Great: Why Some Companies Make the Leap... and Others Don't. (詹姆.柯林斯,2002,從A到A+,齊若蘭譯,遠流出版事業股份有限公司,台北。)
Kesner, Elaine. 1989. “The Family and Firm: A Coevolutionary Perspective”, Organizational Dynamics, Summer: 55-70.
Knowles, M. S. 1970. The Modern Practice of Adult Education: Andragogy vs. Pedagogy, New York: Association Press.
Koberg, C. S., Boss, R. W. & Goodman. E. 1998. “Factors and outcomes associated with mentoring among health-care professionals”, Journal of Vocational Behavior, 53: 58-72.
Kram K. E. 1983. “Phases of the mentor relationship”, Academy of Magement Journal, 26: 608-625.
Kram K. E. 1985. Mentoring at Work: Developmental relationships in organizational life, Glenview, IL: Scott, Foresman.
Kram, K.E. & Isabella, L. 1985. “Mentoring alternatives: the role of peer relationships in career development”, Academy of management Journal, 28(10): 110-132.
Kreitner, R., & Kinicki, A. 2004. “Organisational Behaviour”, 6th ed., McGraw-Hill: Irwin.
Lazear, E. 1998. Personnel Economics for Managers. New York: Wiley.
Leavitt, W. M. 1996. “High Pay and Low Morale-can High Pay, Excellent Benefits, Job Security, and Low Job Satisfaction Coexist in a Public Agency”, Public Personnel Management, 25(3): 333-341.
Ledford, G. E. Jr. 1995. “Paying for the skill, knowledge, and competencies of knowledge workers”, Compensation and Benefits Review, 27(4): 55-62.
Lee, C. 1981. “Identifying and development the next generation of managers”, Training, 18: 36-39.
Leibowitz, Z. B., Feldman, B. H. and Mosley, S. H. 1990. “Career Development Works Overtime at Corning Inc.,” Personnel, 18: 38-40.
Lepak, D., and Snell, S. 1999. “The Human Resource Architecture: Toward a Theory of Human Capital Allocation and Development”, Academy of Management Review, 24(1): 31-48.
Levinson, D. J., Darrow, C. K., Klein, E. B., Levinson, M. H., & McKee, B. 1978. The Seasons of a Man’s Life, New York: Alfred A. Knopf.
Livingston, J. S. 1988. “Pygmalion in Management”, Harvard Business Review, September- October: 121-130.
London, M. & Beatty, R. 1993. “360-degree feedback as a competitive advantage”, Human Resource Management, 32: 353-372.
London, M. & Smither, J. 1995. “Can multi-source feedback change perceptions of goal accomplishment, self evaluation, and performance related outcome? theory-based application and directions for research”, Personnel Psychology, 48: 803-839.
London, M. 1985. Developing managers: a guide to motivating and preparing people for successful managerial careers, San Francisco: Jossey-Bass.
Longenecker, C.O., and Pinkel, G. 1997. “Coaching to Win At Work”, Manage, 48(2): 19-21.
Louis, M. L. 1980. “Surprise and sense making: what newcomers experience in entering unfamiliar organizational settings”, Administrative Science Quarterly, 25: 226-251.
Lublin, J. S. 1996. “An Overseas Stint Can Be a Ticket to the Top”, The Wall Street Journal, January 29: 49-53.
Lundy, O. 1994. “From Personnel Management to Strategic human Resource Management”, The International Journal of Human Resource Management, 5(3): 687-720.
MacDuffie, J. P. 1995. “Human Resource Bundles andManufacturing Performance: Organizational Logic and Flexible Production Systems in the World Auto Industry,” Industrial and Labor Relations Review, 48(3): 197-221.
Malinski, R. 2002. “Job Rotation in an Academic Library: Damned if You Do and Damned if You Don’t !”, Library Trends, 50(4): 673-680.
Marshall, A. 1949. Principle of Economics, 8th ed., New York.
Marshall. W.T. 1997. “How to succeed with management succession planning”, America’s Community Banker, 6(6): 20-27.
Matthew, Jr. T. 2004. Effective succession planning (organizational development), Defense AT & L.
McConnell, C. R. 1996. “Succeeding with sucession planning”, Health Care Supervior, 15: 69-78.
McGill, M. & Slocum J. W. 1998. “A little leadership please? ”, Organizational Dynamics, 3: 39-49.
McLagan, P. A. 1980. “Competency Model”, Training & Development Journal, 34(12): 22-26.
McLagan, P. A. 1983. “Models for Excellent: The Result of the ASTD Training and Development Competency Study”, Training & Development Journal, 37(6): 10-20.
Michaels, C. E. & Spector, P. E. 1982. “Causes of Employee Turnover: A Test of the Mobley, Griffeth, Hand, and Meglino Model”, Journal of Applied Psychology, 67(1): 53-59.
Miles, R. E. and Snow, C. C. 1984. “Designing Strategic Human Resource Systems.” Organizational Dynamics, 13(1): 36-52.
Milkovich, D. & Boudreau, C. 1997. Human Resource Management, 8th ed., Chicago Irwin, 361.
Mink, O. G., Owen, K. Q., and Mink, B. P. 1993. Developing high-performance people: The art of coaching. Reading, MA: Addison-Wesley.
Mobley, W. H., Griffeth, R. W., Hand, H. H., and Meglino, B. M. 1979. “Review and Conceptual Analysis of the Employee Turnover Process,” Psychological Bulletin, 86(3): 493-522.
Moore, K.W. 1996. “Thoughts on Management Succession Planning”, National Underwriter, 90(45): 17-37.
Moses, J., Hollenbeck, G. P., & Sorcher, M. 1993. “Other people’s expectations”, Human Resource Management, 32(2ſ): 283-297.
Muchinsky, P. M. 1997. Psychology Applied to Work: An Introduction to Industrial and Organizational Psychology, 4th ed., California: Brooks/Cole.
Myers, R. 1990. Classical and modern regression with application, 2nd edition, Boston, Dusbury Press.
Near, J. P. 1985. “A discriminate analysis of plateaued versus nonplateaued managers”, Journal of Vocational Behavior, 26: 177-188.
Noe, R. A. 2005. Employee training and development, McGraw-Hill, 3 edition.
Noe, R. A., & Ford, J. I. 1992. “Emerging Issues and New Directions for Training Research”, Research in Personnel and Human Resources Management, 10: 345-394.
Noe, R. A., Greenberger, D. and Wang, S. 2002. “Mentoring: What We Know and Where We Might Go”, in Ferris, G. R. and Martocchio, J. J. eds., Research in personnel and Human Resources Management, vol. 21, Oxford: Elsevier Science, Forthcoming.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., and Wright, P. M. 2005. Fundamentals of Human Resource Management with Online Learning Center Code Card, McGraw-Hill/Irwin; 2 edition.
Nowack, K. M. 1993. “360-degree feedback: The whole story”, Training & Development January, 69-72.
Nowack, K. M. 1994. “The Secrets of Succession”, Training and Development, 48: 49-54.
Nunn, I. 2000. “Career Planning Key to Employee Retention”, Journal of Property Management, 65(5): 20-21.
Nunnally, J. C. 1978. Psychometric Theory, N.Y.︰McGraw-Hill.
O’Neil, A. D. and Hopkins, M. M. 2002. “The Teacher as Coach Approach: Pedagogical Choices For Management Educators”, Journal of Management Education, 26(4): 402.
Orpen, C. 1994. “The effects of organizational and individual career management on career success”, International Journal of Manpower, 15(1): 27-37.
Orth, C. D., Wilkinson, H. E., & Benfari, R. C. 1987. “The manager’s role as coach and mentor”, Organizational Dynamics, 66-74.
Palmer, B. 2003. “Maximizing Value From Executive Coaching”, Optimum Executive Coaching, 2(6): 26-29.
Parnes, H. S. 1984. People Power, Beverly Hills, CA: Sage Publications.
Parry, S. B. 1998. “Just what is a competency? And why should you care? ”, Training, Jun: 58-64.
Parsloe, E. 1995. Coaching, Mentoring, and Assessing, Revised Edition. London, Kogan Page.
Pattan, J. E. 1986. “Succession planning: Management selection”, Personnel, 63: 24-34.
Peterson, D. B., and Hicks, M. D. 1996. Leader as Coach, Minneapolis: Personnel Decisions.
Pfeffer, J. 1994. Competitive Advantage through People, Boston: Harvard Business School Press.
Phillips, S.D., Cairo, P.C., Blustein, D.L., and Myers, R.A. 1988. “Career Development and Vocational Behavior, 1987: A review”, Journal of Vocational Behavior, 33: 119-184.
PhillipsJones, L. 1983. “Establishing a Formalized Mentoring Program”, Training & Development Journal, 37(2): 38.
Pittenger, K. K. and Heimann, A. B. 2000. “Building Effective Mentoring Relationships”, Review of Business, summer: 38-42.
Popper, M., & Lipshitz, R. 1992. “Coaching on leadership”, Leadership and Organization Development Journal, 13: 15-18.
Prahalad, C. K., & Hamel, G. 1990. “The core competence of the corporation”, Harvard Business Review, 68(3): 79–91.
Price, J. L. and Mueller, C. W. 1981. “A Causal of Turnover of Nurses,” Academy of Management Journal, 24(3): 547.
Raabe, B. & Beehr T.A. 2003. “Formal mentoring versus supervisor and coworker relationships: Differences in perceptions and impact”, Journal of Organizational Behavior. Chichester: May 2003. 24, Iss. 3: 271.
Ragins, B. R., & Cotton, J. L. 1999. “Mentor Functions and Outcomes: A Comparison of Men and Women in Formal and Informal Mentoring Relationships”, Journal of Applied Psychology, 84(4): 529-550.
Ragins, B. R., & McFarlin, D. B. 1990. “Perceptions of Mentor Roles in Cross-gender Mentoring Relationships”, Journal of Vocational Behavior, 37: 321-339.
Ragins, B. R., & Scandura, T. A. 1999. “Burden or blessing? Expected costs and benefits of being a mentor”, Journal of Organizational Behavior, 20: 493-509.
Ragins, B. R., & Scandura, T.A. 1993. “The effects of sex and gender role orientation on mentorship in male -dominated occupations”, Journal of Vocational Behavior, 43: 251-265.
Ragins, B. R., Cotton, J. L., & Miller, J. S. 2000. “Marginal mentoring: The effects of type of mentor, quality of relationship, and program desing on work and career attitudes”, Academy of Management Journal, 43(6): 1177-1194.
Raymond, A. N. 1999. Employee Training & Development, New York: McGraw-Hill.
Ready, D. A., & Conger, J. A. 2007. “Make Your Company a Talent Factory”, Harvard Business Review, June, (雷迪、康格,2007,「人才夢工廠」,楊振富譯,哈佛商業評論,九月。)
Redshaw, B. 2000. “Do we really understand coaching? How can we make it work better? ”, Industrial and Commercial training, 32 (3): 106-108.
Robbins, S. P. 1996. Organization behavior: Concept, controversies, and applications, 7th ed., Englewood Cliffs, NJ: Prentice-Hall.
Rothwell, W. J. 2001. Effective Succession Planning: Ensuring Leadership Continuity And Building Talent From Within, 2nd, New York: AMACOM.
Rothwell, W. J. 2002. “Putting success into your succession planning”, Journal of Business Strategy, 23(3): 32-37.
Russell, M. 1984. “Career Planning in a Blue Collar Company”, Training and Development Journal, 38(1): 87-88.
Saari, L. M., Johnson, T. R., McLaughlin, S. D., Zimmerle, D. M. 1988. “A survey of management training and education practices in U.S. companies”, Personnel Psychology, 41: 731-743.
Scandura, T. A. 1992. “Mentorship and career mobility: An empirical investigation”. Journal of Organizational Behavior, 13: 169-174.
Scandura, T. A., & Viator, R. 1994. “Mentoring in public accounting firms: An analysis of mentor-protégé relationships, mentoring functions, and protégé turnover intentions”, Accounting, Organizations, and Society, 19: 717-734.
Schein, E. H. 1978. “Career Dynamics: Matching Individual and Organizational Need”, Reading, Mass: Addison-Wesley.
Schmitt, S. D. 1997. “Succession planning – Charting your CU’s future”, Credit Union Executive, 37: 12-17.
Schuler, R. & Gaining, S. 1984. “Competitive Advantage Through Human Resource Management Practices”, Human Resource Management, 23(3): 241-156.
Schultz, T. W. 1960. “The formation of human capital by education”, Journal of Political Economy, 68: 571-583.
Sears, D. 2002. Successful Talent Strategies: Achieving Superior Business Results Through Market-Focused Staffing, American Management Association.
Sheibar, P. 1986. “Succession planning: Senior management selection”, Personnel, 63: 16-23.
Shelton, C. 1982. “Mentoring programs: Do they make a difference? ”, National Association of Bank Women Journal, 58(5): 2224.
Siebert, S. 1999. “The Effectiveness of Facilitated Mentoring: A Longitudinal Quasi-Experiment”, Journal of Vocational Behavior, 54: 483-502.
Silverhart, T. A. 1994. “It Works: Mentoring Drives Productivity Higher,” Managers Magazine, 14-15.
Slocum, J. W., Cron, W. L., Hansen, R. W., and Rawlings, S. 1985. “Business strategy and the management of plateaued employees”, Academy of Management Journal, 28: 133-154.
Smart, B. D. 2005. “Topgrading: How Leading Companies Win by Hiring, Coaching, and Keeping the Best People”, Revised and Updated Edition.
Snell, A. 2006. “Is Talent Management Different from HR? ”, http://www.taleo.com/talent-management-blog.php/2006/04/25/is_talent_management_different_from_hr.
Snell, S. A., & Dean, J. W. 1992. “Integrated manufacturing and human resource management: A human capital perspective”, Academy of Management Journal, 35: 467-504.
Sosik, J. J., & Godshalk, V. M. 2000. “The role of gender in mentoring: Implications for diversified and homogenous mentoring relationships”, Journal of Vocational Behavior, 57: 102-122.
Spencer, L. M., & Spencer, S. M. 1993. Competence at Work: Models for Superior Performance, New York: John Wiley & Sons, Inc.
Starcevich M. and Friend, F. 1999. “Effective Mentoring Relationships From the Mentees’ Perspective”, Workforce, July: 2-3.
Stauffer, D. 2000. “Business the Cisco way: secrets of the company that makes the Internet”, Capstone Ltd. (Stauffer,2000,思科的十大秘訣,陳澄和譯,聯經出版事業股份有限公司,台北。)
Tammy, D.A. and Finkelstein, M. L. 2003. “Beyond Mentoring: Alternative Sources and Functions of Developmental Support”, The Career Development Quarterly, 51(4): 346-355.
Tichy, M. N. and Cardwell, N. 2004. Teaching Organization─The cycle of Leadership. (提區、卡德威著,2004,教導型組織─奧林匹克級的雙螺旋領導,邱如美譯,天下文化出版股份有限公司,台北市。)
Tornow, W. W. 1993(a). “Editor’s note: Introduction to special issue on 360-degree feedback”, Human Resource Management, 32(2&3), 211-219.
Tornow, W. W. 1993(b). “Perceptions or reality: Is multi-perspective measurement a means or an end”, Human Resource Management, 221-230.
Triggs, D. D., & King, P. M. 2000. “Job Rotation”, Professional Safety, 45(2): 32-34.
Ulrich, D. 1998. “A new mandate for human resource”, Harvard Business Review January-February: 124-134.
Ulrich, D., Brockbank, W., Yeung, A. K. & Lake, D. G. 1995. “Human resource Competencies: An Empirical Assessment”, Human resource Management, 34(4): 473-495.
Van de ven, A. H., & Ferry, D. L. 1980. Measuring and assessing Organizations, New York: Wiley & Sons.
Veale D.J. & Wachtel J.M. 1996. “Mentoring and coaching as part of a human resource development strategy: an example at Coca-Cola Foods”, Management Development Review, 9(6): 19-24(6).
Vetter, E. W. 1984. “Succession Planning: Mastering the basics”, Human Resource Planning, 7(2): 94-99.
Waldman, D. A., Atwater, L. E. & Antonioni, D. 1998. “Has 360-degree feedback gone amok?”, Academy of Management Executive, 12: 86-94.
Walker, A. G., & Smither, J. W. 1999. “A five-year study of upward feedback: What managers do with their results matters”, Personnel Psychology, 52: 393-423.
Walker, J. W. 1980. Human Resource Planning, New York: McGraw-Hill.
Walsh, K., & Weeks, L. C. 1995. “PACE: A Unique Career Development Program”, Journal of Nursing Administration, 25: 10-11.
Wexley, K. & Latham, G. 1981. “Developing and Training Resources in Organizations”, Glenview, IL: Scott Foresmam.
Wickman, F. & Sjodin, T. 1998. Mentoring: The most obvious yet overlooked key to achieving more in life than you ever dreamed possible, McGraw-Hill. (威克曼、柔丁,1998,成功-有師為伴,李碧芬譯,麥格羅希爾台灣分公司,台北。)
Willbur, J. 1987. “Does Mentoring Breed Success? ”, Training & Development Journal, 41(11): 3841.
Wilson, J. A., & Elman, N. S. 1990. “Organizational Benefits of Mentoring,” Academy of Management Executive, 4: 88-93.
Wright, P. L., Koll, M. J., & Parnell, J. A. 1996. Strategic management: concepts and cases, Prentice Hall Press.
Wright, P. M. and McMahan G, C. 1992. “Alternative Theoretical Perspectives for Strategic Human Resource Management,” Journal of Management, Vol.18: 295-320.
Wright, P. M., McMahan, G. C., Snell, S. A., & Gerhart, B. 2001. “Comparing line and HR executives’ perceptions of HR effectiveness: Service, roles, and contributions”, Human Resource management, 40(2): 111-123.
Yammarino, J. Francis, & Atwater, E. Leanne. 1993. “Understanding self-perception accuracy: Implications for human resource management”, Human Resource Management, 32: 231-247.
Yammarino, J. Francis, & Atwater, E. Leanne. 1997. “Do managers see themselves as others see them? Implications of self-other rating agreement for human resourcesmanagement”, Organizational Dynamics, Spring: 35-44.
Youndt, M. A., Dean, J. W & Lepak, D. P. 1996. “Human resource management, manufacturing strategy, and firm performance”, Academy of Management Journal, 39(4): 836-860.
Zeme, R., & Zemke, S. 1999. “Putting Competencies to work”, Training: 70-76.
Zeus, P. and Skiffington, S. 2001. The Complete Guide to Coaching At Work, McGraw- Hill.
Zey, G. M. 1984. “The mentor connection”, Homewood, IL: Dow Jones-Irwin.
指導教授 林文政(Wen-Jeng Lin) 審核日期 2008-7-23
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