主管與部屬交換關係、大五人格、 人力資本與中高階主管接班人之研究 ─以電子代工I公司為例

NCUIR > School of Management at National Central University > Executive MBA > Electronic Thesis & Dissertation > Item 987654321/98068

Please use this identifier to cite or link to this item: https://ir.lib.ncu.edu.tw/handle/987654321/98068

Title:	主管與部屬交換關係、大五人格、人力資本與中高階主管接班人之研究 ─以電子代工I公司為例
Authors:	陳志偉;CHEN, CHIH WEI
Contributors:	高階主管企管碩士班
Keywords:	主管與部屬交換關係;大五人格;人力資本;接班人計畫;leader-member exchange;Big-Five personality traits;human capital;succession planning
Date:	2025-07-03
Issue Date:	2025-10-17 12:19:03 (UTC+8)
Publisher:	國立中央大學
Abstract:	本研究以電子代工產業領導企業I公司之中高階主管為研究對象，旨在探討影響接班人選擇之關鍵因素，並釐清人格特質與人力資本在接班人選拔決策中的作用。透過人格心理學與人力資源管理理論的整合，聚焦於大五人格五大構面（情緒穩定性、外向性、開放性、親和性與謹慎負責性），以及人力資本構面（如知識與技能、實務經驗、人脈關係、策略洞察力、適應力等），分析接班人關鍵能力與決策因素之間的關聯性與實務應用。本研究採用質性研究法，針對I公司具備十年以上主管年資之中高階主管進行半結構式深度訪談，並根據大五人格理論與人力資本觀點設計訪談提綱，蒐集其對接班人選拔的實務經驗與評估標準。透過資料彙整與主題分析，本研究歸納出受訪主管普遍重視責任感、穩定性與實務歷練，並發現人際互動關係與信任基礎在選拔過程中亦具有實質影響。研究結果顯示，企業若能結合人格特質、人力資本與互動信任等構面進行接班人評估，可更有效提升制度的精準度與接受度。本研究除提出I公司接班制度優化建議外，亦對企業實務操作與後續學術研究提出管理意涵與發展方向，期能作為製造業及其他大型組織推動接班人制度之參考依據。 ;This study aims at exploring the key factors regarding decisions related to succession planning with the case of mid-to-senior level managers at I Corporation, a leading company in the electronics manufacturing services (EMS) industry. Drawn from the Big-Five model and theory of human capital, this study investigates the effects of five personality traits (emotional stability, extraversion, openness, agreeableness, and conscientiousness) and dimensions of human capital (knowledge and skills, practical experience, professional networks, strategic insight, and adaptability) on the delivery of successor candidates. This study conducted in-depth semi-structured interviews with senior managers at I Corporation. It is found that conscientiousness, emotional stability, and having hands-on experience are highly emphasized by senior managers when it comes to evaluating potential successors. In addition, candidates’ interpersonal skills and trust-worthiness play a significant role in the process of succession selection. Based on the findings, managerial implications and suggestions for future research are thus discussed.
Appears in Collections:	[Executive MBA] Electronic Thesis & Dissertation

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