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。;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.
