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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/77297


    Title: 員工潛能與職涯成功關聯之研究─以主管與部屬交換關係為中介變項
    Authors: 徐偉展;Hsu, Wei-Chan
    Contributors: 高階主管企管碩士班
    Keywords: 潛能;職涯成功;職涯滿意度;晉升力評分;晉升次數;主管與部屬交換關係;Potential;career success;career satisfaction;promotability;eader member exchange
    Date: 2018-07-09
    Issue Date: 2018-08-31 14:30:52 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 職涯成功可定義為個人由於工作經驗所累積實際或預期之成就,員工的個人成功最終能貢獻於組織的成功,因此我們可以得知職涯成功對個人及組織是非常重要,如何有效且精準地晉升所需的人才已成為組織中非常重要的議題。
    公司習慣使用工作績效變項作為衡量員工是否達成職涯成功的依據,其所代表的是員工過去的績效,但潛能卻是代表目前尚未彰顯但能在未來展現出的能力與特質。本研究除採用未來導向的「潛能」當作衡量指標外,許多學者研究文獻也說明高品質主管與部屬交換關係對員工的職涯有重大影響,因此本研究為探討員工潛能對職涯成功的關聯性以及主管與部屬交換關係在潛能對部屬職涯成功的中介效果。
    本研究以問卷調查方式,針對台灣北部地區中小企業進行訪查,問卷調查的樣本總計260份有效配對問卷,並於兩段不同的時間透過紙本郵寄、電子郵寄以及親手轉交的方式發放問卷給主管填答。研究結果發現,潛能對部屬晉升力評分皆具有顯著的關聯性,另外在主管-部屬交換關係中介效果下,研究結果也顯示,主管與部屬交換關係在潛能對部屬晉升力評分具有部分中介效果。最後,透過後續的研究限制與建議,將提供未來研究者之參考方向。;Career success can be defined as the actual or expected achievement of personal work experience. The personal success of employees ultimately contributes to the organization Therefore, it can be seen that career success is very important to individuals and organizations. How to find talents required by company effectively and accurately has become a very important issue.
    Companies are accustomed to using job performance variables as a basis for measuring whether employees have achieved career success which represents employee’s performance in the past. But the employee potential is the ability and traits that are not yet manifested but can be demonstrated in the future. We choose “potential” as our future-oriented measure variables. Many scholars′ research literature also shows that high-quality supervisors and subordinate exchanges have a major impact on employees′ careers. Besides discussing the relationship between career success and potential of the employee, the mediating effect of leader-member exchange is also discussed in the research.
    This study collected input from multiple industries located at Taiwan with total 260 questionnaires. The findings of our research are listed as following: (1) Results of main effect of regression analysis show that employee potential have positive relationship with promotability. (2) The results also indicate leader-member exchange has partial mediating effects between with employee potential and promotability. Finally, this study also provides some follow-up suggestions and research limitations to further research.
    Appears in Collections:[高階主管企管(EMBA)碩士班] 博碩士論文

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