| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 陳俞蓁 | zh_TW |
| DC.creator | Yu-Chen Chen | en_US |
| dc.date.accessioned | 2021-6-23T07:39:07Z | |
| dc.date.available | 2021-6-23T07:39:07Z | |
| dc.date.issued | 2021 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:444/thesis/view_etd.asp?URN=108427008 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 從資源基礎觀點來看，企業能夠持續成長與進步要素包含企業所擁有的技術、資源、文化與人才。而其中人才的創造力更是讓企業擁有競爭力的關鍵，本研究以現今企業常用以培育組織人才的個人發展計畫為主題，探討此計畫除了讓人才在增強目前與未來職務所需具備的知識、技術、技能之外，是否也會在過程中激發出員工的創造力。並且以組織自尊、組織承諾為中介變項，討論這兩個變項在之間的關聯性。
個人發展計畫實踐當中十分重視反饋的機制，鼓勵參與者能夠提出想法與建議，讓執行的過程能有機會加以調整與改善，員工的職涯發展能夠符合設定的目標，甚至因為發揮出潛能與創造力而超出原本的預期。
本研究採用抽樣調查法，研究對象為有為員工執行個人發展既畫的金融服務業、科技業、壽險業等，剔除填答不完整、恣意作答之無效問卷之後，有效問卷為232份。
研究結果發現：(1) 個人發展計畫實踐與員工創造力具有正向影響；(2) 個人發展計畫實踐與組織自尊具有正向影響；(3) 組織自尊與員工創造力具有正向影響 ; (4) 組織自尊會中介影響個人發展計畫實踐與員工創造力；(5) 個人發展計畫實踐與組織承諾具有正向影響；(6) 組織承諾與員工創造力具有正向影響；(7) 組織承諾會中介影響個人發展計畫實踐與員工創造力。 | zh_TW |
| dc.description.abstract | From the resource-based view, the elements of sustainable growth and progress of an enterprise include the technology, resources, culture and talents. This study takes the individual development plan commonly used by enterprises to cultivate organizational talents as the theme, and explored that this plan is not only necessary for talents to enhance existing and future positions. In addition to knowledge, technology, and skills, will it also stimulate the creativity of employees in the process. And discuss the relevance with the relevance between organizational self-esteem and organizational commitment as moderators.
In this study, sampling survey method was used. The samples of 232 employees from financial service industry, technology industry, and life insurance industry, etc.. After excluding invalid questionnaires. There are 232 valid questionnaires. The results of the study found that: (1) Individual development plan has a positive effect on employee creativity. (2) Individual development plan has a positive effect on organizational self-esteem. (3) Organizational self-esteem and employee creativity have a positive effect.
(4) Organizational self-esteem will influence the individual development plan and employee creativity as an intermediary. (5) Individual development plan and organizational commitment have a positive effect. (6) Organizational commitment and employee creativity have a positive effect. (7) Organizational commitment will intermediately influence the individual development plan and employee creativity. | en_US |
| DC.subject | 個人發展計畫實踐 | zh_TW |
| DC.subject | 員工創造力 | zh_TW |
| DC.subject | 組織自尊 | zh_TW |
| DC.subject | 組織承諾 | zh_TW |
| DC.subject | individual development plan | en_US |
| DC.subject | employee creativity | en_US |
| DC.subject | organizational self-esteem | en_US |
| DC.subject | organizational commitment | en_US |
| DC.title | 個人發展計畫實踐對於員工創造力之影響－以組織自尊、組織承諾為中介變項 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |