組織職涯管理、員工職涯自我效能與 職涯滿意之關聯—以知覺組織支持為干擾變項

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吳佩芳(Pei-Fang Wu) 查詢紙本館藏

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論文名稱

組織職涯管理、員工職涯自我效能與職涯滿意之關聯—以知覺組織支持為干擾變項
(An investigation of the relationships among organizational career management, employee career self-efficacy and career satisfaction: employee perceived organizational support as a moderator)

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摘要(中)

企業都希望擁有附加價值度高、傾向為組織貢獻己力的員工。在這樣的期待下，追求永續發展的組織，都會致力於提供員工更好的工作環境，給予培訓、發展機會，以便讓員工獲得一個自我實現且有成就感的工作。對前瞻的企業來說，將職涯管理的思路納入人力資源管理，將職涯規畫納入組織晉升決策，形成員工日常績效與職涯未來發展緊密的相連，促使組織對職涯管理主動的關注。然而職涯管理並不僅是組織的措施，更與個人本身的投入息息相關。本研究以職涯自我效能為中介變數，進而探討職涯管理是否會透過中介變項影響個體職涯滿意之相關因素探討，再以知覺組織支持為干擾變數，再探討職涯管理對職涯自我效能的關聯。本研究針對台灣地區職業工作者進行調查，並回收238份有效問卷，同時進行迴歸驗證與分析，研究結果如下：一、職涯管理與職涯自我效能有正向關係；二、職涯自我效能與職涯滿意有正向關係；三、職涯管理對職涯滿意有正向關係；四、職涯自我效能會中介職涯管理與職涯滿意之間的關係；五、知覺組織支持會調節職涯管理與職涯自我效能間的關係。

摘要(英)

The purpose of this research was to identify how to accelerate talents’ career self-efficacy with perceived organizational support as a moderator, and then discover whether career management will affect an individual career satisfaction through career self-efficacy. A qualitative survey design was adopted to collect data. The results illustrated that:

1. Career management is positively related to career satisfaction;
2. Career management is positively related to career self-efficacy;
3. Career self-efficacy is positively related to career satisfaction;
4. Career self-efficacy mediates the relationship between career management and career satisfaction.
5. Perceived organizational support moderates the relationship between career management and career self-efficacy.

The study findings may serve as a guide for further research on career management and pay more attention to the talents management on working motivation. It is meaningful to enhance career management in the working place especially the higher perceived organizational support employees are, the more career self-efficacy employees have.

關鍵字(中)

★ 職涯管理
★ 職涯自我效能
★ 職涯滿意
★ 知覺組織支持

關鍵字(英)

★ Career Management
★ Career Self-efficacy
★ Career Satisfaction
★ Perceived organizational support

論文目次

中文摘要 i
英文摘要 ii
誌謝 iii
目錄 iv
圖目錄 vi
表目錄 vii
第一章緒論 1
第一節研究背景與動機 1
第二節研究目的 4
第三節研究流程 5
第二章文獻探討 6
第一節職涯管理 6
第二節職涯自我效能 8
第三節職涯滿意 10
第四節知覺組織支持 11
第五節職涯自我效能可以中介職涯管理對職涯滿意之影響 13
第六節知覺組織支持可調節職涯管理與職涯自我效能的關係 17
第三章研究方法 19
第一節研究架構 19
第二節研究對象 20
第三節研究變數的衡量 23
第四節資料分析 27
第四章研究結果 32
第一節問卷量表信度與效度分析 32
第二節各研究變項之相關分析 34
第三節中介效果—拔靴法檢驗 36
第四節調節效果—階層迴歸分析 39
第五章結論 42
第一節結論 42
第二節建議/管理意涵 43
第三節研究限制與未來研究建議 44
參考文獻 45
附錄：研究問卷 52

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指導教授

劉念琪(Nien-Chi Liu)

審核日期

2020-7-21

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