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姓名 許玉輝(Yu-hui Hsu)  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 工作績效與職涯成功關聯性之探討-以主管教練行為為調節變項
(A study of the relationship between job performance and career success: the moderating effects of coaching behavior)
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摘要(中) 伴隨著社會環境與個人價值觀的變遷,組織及個人對於「職涯」的觀點亦逐步演化,為更深入的探討職涯成功,本研究以「晉升力評分」代表強調向上晉升的傳統職涯成功;以「移動力評分」代表其強調在組織內部水平移動的無疆界職涯成功,將傳統職涯成功與無疆界職涯成功同時納入研究架構之中,使研究架構更臻完整。
同時,過往探討組織促進職涯成功的觀點,多分別探討競爭性流動與贊助性流動對職涯成功的影響,惟交互作用學派認為,組織行為是一個特定的人與某個特定情境交互作用的結果,探討組織行為必須同時考慮個人與情境因素。因此,本研究以「工作績效」作為競爭性流動層面的職涯成功預測變數;並以「主管教練行為」為贊助性流動層面的變數,探討其對於上述關聯性的調節效果,俾能更全面探討職涯成功的影響要素。
本研究採跨產業樣本蒐集之方式,由48家企業共回收183 份有效問卷,透過實證研究驗證各變數之間的關聯性,並以階層迴歸分析探討任務性績效、適應性績效對晉升力評分、移動力評分的解釋力,同時關注於主管教練行為對上述關係間存在的調節效果。研究結果說明,工作績效對於職涯成功的影響,主要來自於適應性績效的影響力;而主管教練行為則可正向調節上述關係,在高主管教練行為的情境下,會強化適應性績效對職涯成功的影響效果。
摘要(英) As the changing of social environments and personal value, organization and person are modifying the perspective of “Career” step by step. In order to study the career success intensively, this study uses “ Promotability ratings” as the traditional career success, which emphasizes the upward promotion; in addition, this study uses the “Rating for Intra-organization Mobility” as the boundaryless career, which put emphasis on the moves in the organization. Considering the completeness, our research construct consists of both traditional and boundaryless career success.
This study involves 48 various companies from multiple industries, and 183 valid questionnaires were collected; in addition, we adopted the hierarchical regression analysis to test the relationship among job performance, adaptive performance, rating for Intra-organization mobility and promotability ratings. We further study the moderating effect of coaching behavior. The result shows that job performance affects the career success through the influence of adaptive performance; in addition, the coaching behavior has the positive effect to moderate the above situation. The more intense coaching behavior, the higher influence toward the career success adaptive performance is.
關鍵字(中) ★ 職涯成功
★ 晉升力評分
★ 移動力評分
★ 工作績效
★ 任務性績效
★ 適應性績效
★ 主管教練行為
關鍵字(英) ★ Career Success
★ Promotability Ratings
★ Rating for Intra-organization Mobility
★ Job Performance
★ Task Performance
★ Adaptive Performance
★ Coaching Behavior
論文目次 目 錄
目錄.......................................................I
圖目錄.....................................................Ⅱ
表目錄.....................................................Ⅱ
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第二章 文獻探討 6
第一節 職涯成功:晉升力評分與移動力評分 6
第二節 工作績效:任務性績效與適應性績效 8
第三節 工作績效與職涯成功之間的關聯性 10
第四節 主管教練行為 13
第五節 主管教練行為的調節效果 14
第三章 研究方法 17
第一節 研究架構 17
第二節 研究流程、對象與樣本特性 18
第三節 研究變項衡量 19
第四章 研究結果 22
第一節 信度與效度分析 22
第二節 相關分析 23
第三節 階層迴歸分析 25
第五章 結論與討論 29
第一節 結論與討論 29
第二節 研究貢獻 32
第三節 管理意涵 33
第四節 研究限制與建議 35
參考文獻 …………………………………………………………………………………38

表目錄
表4-1 組合信度(CR值)分析表………………….…….……………………………………22
表4-2 區別效度分析表…………………………..…….……………………………………23
表4-3 相關分析表……………………………….……..……………………………………24
表4-4 階層迴歸分析結果……..………………………….……..………………………..…27

圖目錄
圖3-1研究流程圖………….…………………...……………………………………………17
圖4-1主管教練行為對於適應性績效與晉升力評分之交互作用效果分析圖……………28
圖4-2主管教練行為對於適應性績效與移動力評分之交互作用效果分析圖…………28
參考文獻 中文參考文獻
1. 賴聽柔(2013),「領導潛能量表之建立」,國立中央大學,未出版之碩士論文。
2. 丁志達(2008),人力資源管理,揚智文化,台北。
3. 吳淑鈴(2010),「有效的職涯規劃與管理」,T&D 飛訊,第109期。
4. 向麗英(2005),「工作特性、個人創造力與績效之相關研究以外派大陸員為例」,大葉學國際企業管理系,碩士論文。
5. 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」,國立中央大學,未出版之碩士論文。
6. 俞志緯(2013),「任務性、脈絡性及適應性績效對晉升力之影響」,國立中央大學,未出版之碩士論文。
7. 簡博浩、韓志翔(2008),「任務性, 脈絡性及適應性績效表現對主管獎酬決策的影響: 調查法及實驗法」,臺大管理論叢18(2): 27-62.。

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指導教授 林文政(Wen-jeng Lin) 審核日期 2014-7-16
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