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姓名	顏名蔚(Ming-wei Yen)  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、個人與主管配適與主管晉升力評分的關聯性 (The correlation of supervisor promotability ratings between job performance and person and supervisor fit)
相關論文	★ 組織精簡與員工態度探討 - 以A公司人力重整計劃為例。 ★ 訓練成效評估及影響訓練移轉之因素探討----一項時間管理訓練之研究 ★ 主管領導風格、業務員工作習慣及專業證照對組織承諾與工作績效之相關研究 ★ 研發專業人員職能需求之研究-以某研究機構為例 ★ 人力資本、創新資本與組織財務績效關聯性之研究 ★ 企業人力資源跨部門服務HR人員之角色、工作任務及所需職能之研究 ★ 新進保全人員訓練成效之評估 ★ 人力資源專業人員職能之研究－一項追蹤性的研究 ★ 影響企業實施接班人計劃的成功因素 ★ 主管管理能力、工作動機與工作績效之關聯性探討─以A公司為例 ★ 影響安全氣候因子之探討-以汽車製造業為例 ★ 台電公司不同世代員工工作價值觀差異及對激勵措施偏好之研究 ★ 不同的激勵措施對員工工作滿足及工作投入之影響性分析 ★ 工作價值觀、工作滿足對組織承諾之影響(以A通訊公司研發人員為例) ★ 薪資公平知覺與組織承諾關係之探討－以內外控人格特質為干擾變項 ★ 改善活動訓練成效評量之研究
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摘要(中)	晉升對在組織中工作一段時間的員工而言，是代表員工個人在職涯發展成功的指標，且對員工具有激勵效果。但在組織中晉升決策往往取決於主管評估部屬是否有能力及意願完成更高職位的工作，擔負更大規模與範疇的職責。 　　根據過去探討員工向上流動或職涯發展的研究，多從Turner（1960）的競爭性流動和贊助性流動的觀念進行探討。其認為競爭性流動，指得是員工透過自身的努力，在公平與開放的競爭中脫穎而出，以爭取往組織更高層級發展的機會。而工作績效是個人能力與動機交互作用的結果，則屬於競爭性流動的範疇。相反地，贊助性流動則是透過一些篩選機制，由組織中的菁英來判斷或挑選誰擁有向上發展的資格，並給予他們資源與支持，幫助他們贏得向上晉升的機會。本研究將個人與主管配適做為員工贊助性流動的變數，因為當組織中的菁英(如主管)判斷或挑選誰擁有向上發展的資格時，跟自己越相似或越適配的部屬越有機會被篩選出來向上晉升。 　　本研究透過問卷調查了台灣與大陸的私人企業，包括金融/保險業、一般製造業、服務業、高科技製造業等共64家，總計回收了219份有效樣本，為避免問卷產生共同方法變異之問題，以兩段不同的時間點透過紙本郵寄、電子問卷以及親手轉交，以配對的方式請主管評核直屬部屬的工作績效以及晉升力評分，而受評部屬方面則是填寫與直屬主管間的契合程度。 　　結果發現，無論是工作績效或個人與主管適配，皆與主管晉升力評分呈現正向且顯著的影響，其中，工作績效對於主管之晉升力評分的顯著效果最為強烈。
摘要(英)	Promotion represents as key indicators of valuing at successful career to employees who work some time in organization. The determinant of promotion often depends on whether supervisors evaluate subordinates to have the ability and willingness to move to a next higher position, or assume a larger scale and scope of responsibilities. As regards the research of employees’ upward mobility or career development, often refer to Contest Mobility and Sponsored Mobility proposed by Tuner (1960). The emphasis of findings in Contest Mobility has focused on the employees’ self-efforts of striving for higher-level job opportunities in a fair and open competition. Job performance is the result that shows an interaction between employee capabilities and motivation, and can be seem as the category of research in Contest Mobility. On contrary, Sponsored Mobility is a measure taken by elites in organization to select employees who have qualifications to obtain resources and support and win the promotion. The analysis used the research fit between supervisor and subordinates as variables of Sponsored Mobility, when the elites of organization (eg supervisors) judge subordinates who are the qualifications for upward development, the more similar or more fit between supervisor and subordinate will have the opportunity to be selected for getting promotion. This study is based on the questionnaire survey of 64 enterprises in China and Taiwan, and the result shows that both job performance and fit between supervisor and subordinate are positive and significant to supervisor promotability ratings.
關鍵字(中)	★ 工作績效 ★ 個人與主管配適 ★ 晉升力評分	關鍵字(英)	★ job performance ★ person and supervisor fit ★ promotability ratings
論文目次	中文摘要 i Abstract ii 誌謝 iii 目錄 iv 圖目錄 v 表目錄 v 第一章 研究動機與目的 1 第二章 文獻探討與研究假說 6 第一節 文獻探討 6 第二節 研究假說 9 第三章 研究方法 12 第一節 研究架構 12 第二節 資料來源與樣本特性 12 第三節 研究變項衡量 13 第四章 研究結果 15 第一節 信度與效度分析 15 第二節 相關分析 16 第三節 迴歸分析 18 第五章 結論與建議 20 第一節　研究結論與討論 20 第二節 實務意涵 23 第三節 研究限制與建議 24 中文參考文獻 26 英文參考文獻 27
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指導教授	林文政(Wen-Jeng Lin)	審核日期	2013-7-26
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