臺灣博碩士論文加值系統

本研究係探討生涯發展與離職傾向之關係, 並試圖達到下列目的: 1.瞭解
國內企業生涯發展之實施現況 (1) 個人變項與個人生涯規劃是否有關。
(2) 組織概況變項與組織生涯管理是否有關。 2.探討國內企業員工離職
傾向之狀況。 3.探討國內企業生涯發展實施狀況與員工離職傾向之關係
。 4.探討國內企業生涯發展與員工離職傾向間, 受人格特質變項 (內外
控取向、成就動機) 影響之關係。本文依據「臺灣區企業名錄 1990 &
1991」, 抽取公民營製造業與服務業廠商27家, 採問卷方式進行研究, 共
得有效問卷數438 份, 並利用次數分析、皮爾森積差相關分析、複迴歸分
析、因素分析、變異數分析、Ｔ檢定、集群分析等統計方法進行資料分析
。本研究結果如下: 1.個人變項對個人生涯規劃的影響在統計上達顯著差
異。 2.組織概況變項對組織生涯管理的影響在統計上達顯著差異。 3.一
般而言, 國內企業員工之離職傾向有偏高的傾向。 4.生涯發展的實施程
度與離職傾向呈負相關。 5.生涯發展的實施程度與離職傾向之間的關
係, 受人格特質等干擾變項的影響。本文依據上述的研究結果, 分別對員
工、企業界及後續研究者提出建議。

The four pourpose of this study of the relationship between
career development and turnover intentions are to investigate
the following: 1.The status of the career development of native
business. (1)The relationship between individual
characteristics and individual career planning. (2)The
relationship between organizational characteristics and
organizational career management. 2.The status of turnover
intentions of native business employee. 3.The relationship
between career development abd turnover intentions. 4.The
relationship between career development abd turnover intentions
with different internal-external locus of control and
achievement motive. The samples of this study were selected 27
manufacturing and service business based on 「The Names of
Business in Taiwan 1990 & 1991」. The questionnaires were used
in this study and there are 438 uesful samples. The statistical
methods used in this study were frequencyanalysis, Pearson
correlation analysis, multiple regressio model, factor
analysis, cluster analysis, MANOVA, ANAOVA, T-test. The results
of this study are as follows: 1.Statistically significant
difference is found with respect to the effect of the
individual characteristics and individual career planning.
2.Statistically significant difference is found with respect to
the effect of the organozational characteristics and
organizational career management. 3.In general, the turnover
intentionsof native business employee is higher than average.
4.Statistically significant negative correlation in found
between career development and turnover intentions. 5.There are
two moderating variables (internal-external locus of control
and achievement motive) during the relationship between career
development and turnover intentions. The results of this study
provides some suggestion for the business area and the
employee, as well as for further research.