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研究生:陳文鈴
研究生(外文):Chen, Wen-Lin
論文名稱:主管職涯高原、心理資本與創新行為之關係研究-以高科技產業為例
論文名稱(外文):A Study on Relationships among Career Plateau, Psychological Capital, and Innovative Behavior of Leader - A Case of High-Tech Industry
指導教授:吳淑敏吳淑敏引用關係
指導教授(外文):Wu,Shwu Ming
口試委員:呂芳川唐國銘張宗翰
口試委員(外文):Lu,Fang-ChuanDong,Gow-MingChang,Tsung-Han
口試日期:2016-06-15
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2016
畢業學年度:104
語文別:中文
論文頁數:123
中文關鍵詞:職涯高原心理資本創新行為高科技產業
外文關鍵詞:Career PlateauPsychological CapitalInnovative BehaviorHigh-tech Industry
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高科技業為台灣最具代表性與競爭力產業,因需不斷開創新知識與技術,方能提升企業競爭力。又當高科技員工面臨職涯升遷困境時,適當的心理調整乃有助於在職場創新行為的產生。因此,本研究旨在瞭解不同背景變項高科主管人員在職涯高原、心理資本與創新行為之表現差異,並探討職涯高原、心理資本及創新行為之相互關係與影響,以及心理資本在職涯高原與創新行為關係之中介效果。
本研究採問卷調查法,以128位台灣高科技公司主管人員為對象。經由統計分析,本研究發現較高年齡、工作年資及較低學歷者有較高職涯高原;較高年齡、工作年資、學歷、職位與年薪資收入者具有較高心理資本;較高學歷、工作年資、年薪資收入與職位者有較高創新行為。另外,高科技主管人員職涯高原、心理資本與創新行為具有高度相關。其中,職涯高原對心理資本與創新行為具有顯著負向影響,而心理資本對創新行為具有顯著正向影響,尤其心理資本在職涯高原與創新行為之關係上具有中介效果。因此,本研究建議企業於人才管理方面,應重視職涯高原之形成因素與協助管理方案,重新規劃不同管理層級職務內容,再設計規劃主管相關教育訓練課程,以協助主管提升職場競爭優勢。
The high-tech industry is the most symbolic industry in Taiwan in which it continuously needs to develop new knowledge and technology in order to strengthen the enterprise competitiveness. When the employees in high-tech industry face the difficulties of career promotion, they should appropriately adjust their thoughts for having innovative behavior. Thus, this study was to examine demographic differences of high-tech manager on career plateau, psychological capital, and innovative behavior. It also aimed to explore the relationships and effects among career plateau, psychological capital, and innovative behavior. Finally, it tested the mediator effect of psychological capital on the career plateau and innovative behavior relationships.
Questionnaire survey method was used in this study and the subjects were 128 managers recruited from high-tech companies. Through statistical analyses, results showed that the managers with older age, less educational level, and more work experience expressed higher career plateau. The managers with older age, more work experience, higher education level, position and salary had expressed higher psychological capital, while the managers with higher education level, more work experience, higher salary and position had expressed higher innovative behavior. Moreover, there were significantly relationships among career plateau, psychological capital, and innovative behavior of high-tech manager. The career plateau had significantly negative effects on psychological capital and innovative behavior, whereas psychological capital had significantly positive effect on innovative behavior. Particularly, psychological capital had a mediating effect in the relationship between career plateau and innovative behavior.
Thus, the implication of the study is that the enterprise should pay attention on the cause reason of the career plateau and assisting management program, redesigning the work duties based on different managerial level, then planning the appropriate training couress for managers, which lead to enhance their higher workforce competitive advantage.
目錄
中文摘要 I
Abstract II
謝誌 IV
目錄 VI
表目錄 VIII
圖目錄 x
第一章 緒論 1
第一節 研究背景及動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 職涯高原 5
一、職涯高原定義 5
二、職涯高原衡量構面 9
三、職涯高原相關研究 12
第二節 心理資本 14
一、心理資本定義 15
二、心理資本衡量構面 18
三、心理資本相關研究 21
第三節 創新行為 22
一、創新行為定義 22
二、創新行為衡量構面 25
三、創新行為相關研究 28
第四節 職涯高原、心理資本與創新行為之相關研究 30
第三章 研究方法 34
第一節 研究架構 34
第二節 研究假設 35
第三節 研究對象與抽樣設計 36
第四節 變項定義與衡量工具 37
第五節 量表預試與信效度分析 42
第六節 資料分析方法 49
第四章 研究結果與討論 50
第一節 敘述性統計分析 50
第二節 各變項之敘述統計分析 53
第三節 不同背景變項在各研究變項之差異 55
一、不同背景變項高科技主管在職涯高原之差異分析 55
二、不同背景變項高科技主管在心理資本之差異分析 61
三、不同背景變項高科技主管在創新行為之差異分析 67
四、背景變項結論分析 76
五、相關分析 78
六、迴歸分析 81
七、 研究驗證假設 85
八、綜合討論 86
第五章 結論與建議 88
第一節 研究結論 88
第二節 研究建議 92
參考文獻 96
一、英文部分 96
二、中文部分 106
附錄一 研究問卷 110


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二、中文部分
黃曼琴(2010)。職涯成功-職涯規劃的策略導向及權變導向。T&D飛訊,108。
莫宜玲(2011)。職涯停滯與工作不安全感對工作敬業心影響:心理資本之調節效果。未出版碩士論文,國立東華大學國際企業學系碩士在職專班,花蓮縣。
王思舜(2013)。心理賦權、組織公民行為與職涯高原關係之研究。未出版碩士論文,國立臺北大學企業管理學系,台北市。
洪敏莉(2012)。職涯高原認知對離職意圖的影響:組織承諾的中介效果。中華管理評論國際學報,(15)1,2012。
洪敏莉(2010)。台灣地區大型企業經理人職涯高原認知對工作態度影響之研究。未出版博士論文,國立台北大學企業管理系,台北市。
洪琬婷(2012)。職涯停滯在組織效能感對員工工作投入之調節效果研究。未出版碩士論文,國立彰化師範大學人力資源管理研究所,彰化市。
林家瑩(2008)。人力資源發展效能、職涯停滯對員工工作投入之影響研究。未出版碩士論文,國立彰化師範大學人力資源管理研究所,彰化市。
余鑑、于俊傑、羅維雅、張旭嵐(2014)。正向心理資本、工作價值觀及知覺壓力對敬業貢獻度之影響研究-以企業聲望認知為調節變項。T&D飛訊,188。
劉子豪(2015)。主管心理資本與情緒智慧對職涯成功之影響研究-以高科技產業為例。未出版碩士論文,國立高雄應用科技大學人力資源發展系(所),高雄市。
何亭賢(2009)。員工組織變革準備、正向心理資本、知覺組織支持與組織變革抗拒關係之研究。未出版碩士論文,國立中山大學人力資源管理研究所,高雄市。
余民寧、陳柏霖、湯雅芬(2012)。大學生心理資本量表編制及其相關因素之研究。教育研究與發展期刊,第八卷第四期,19-52。
唐永泰(2009)。員工之主管情緒智力知覺對其創新行為之影響。品質學報,第十六卷第六期,p.461-478。
余明助、陳婉青、洪啟強(2014)。正向心理資本、工作敬業心、服務氣候與服務導向組織公民行為之研究-以電信產業門市人員為例。服務業管理評論,(11),25-42。
劉國慶(2015)。組織服務氣候、心理資本與服務導向組織公民行為之研究-以臺北市區公所第一線服務人員為例。淡江大學公共行政學系公共政策碩士在職專班學位論文, 1-101.
李惠慶(2012)。職涯停滯對幸福感的影響-正向心理資本的調節效果。未出版之碩士論文,國立東華大學國際企業學系,花蓮縣。
藺寶欽(2009)。心理賦權,心理資本對組織公民行為之影響-轉換型領導之中介角色。未出版碩士論文,國立高雄應用科技大學人力資源發展系(所),高雄市。
李新民(2009)。幼兒教師的心理資本及其與工作表現的潛在關聯。幼兒保育學刊,7,1-23。
黃致凱(2004)。組織創新氣候知覺、個人創新行為、自我效能知覺與問題解決型態關係之研究: 以銀行業為研究對象。未出版碩士論文,國立中山大學人力資源管理所,高雄市。
陳彥茹、蕭嬋(2012)。組織創新如何影響員工創新行為?以人力資源和創新氣氛為中介變項。未出版碩士論文,國立交通大學管理科學學程碩士班,新竹市。
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余明助、李孟修(2013)。高績效人力資源實務、知覺社會支持、組織承諾與個人創新行為關係之研究-以社會交換理論觀點。勞資關係論叢,15(2),1-23。
蔡啟通、高泉豐(2004)。動機取向、組織創新氣候與員工創新行為之關係: Amabile 動機綜效模型之驗證。管理學報,(21),571-592。
田靜婷、呂岱倚(2005)。探討團隊衝突型態在員工心理契約與創新行為關係間之干擾效果。2005年第一屆管理決策學術研討會論文集,南華大學管理科學研究所。
田靜婷、呂岱倚(2005)。探討認知型態在員工心理契約與創新行為關係間之干擾效果。 2005 年第三屆管理思維與實務學術研討會論文集, 19。
林明杰、李信達(2011)。組織社會化程度,授權賦能認知對個人創新行為影響之研究:顧客導向行為的中介效果。科技管理學刊,16(2),53-80。
謝廷豪、林益永、鍾瑞國、楊雯惠、陳盈臻(2013)。創造力人格特質對創新行為之研究-以幸福感為中介變項。 修平學報,(27),61-77。
陳婷婷(2009)。創業家精神之知覺對創新行為及工作滿意度的影響:以思考風格及經驗開放性為調節變項。未出版碩士論文,國立臺灣師範大學創造力發展碩士在職專班,台北市。
陳銘薰、洪敏莉(2009)。新聞記者職涯高原與專業高原對組織承諾與專業承諾的影響─ 組織承諾與專業承諾的中介效果。人力資源管理學報,第九卷第三期,19-44。
黃家齊、黃荷婷(2006)。團隊成員目標導向對於自我與集體效能及創新之影響—一個多層次研究。管理學報,23(3), 327-346。
張仁家、張哲遠(2013)。領導者之冒險性, 轉型領導與員工創新行為之關係研究-以某出版事業集團員工知覺為例。 創新與管理,10(1), 51-85。
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1. 洪敏莉(2012)。職涯高原認知對離職意圖的影響:組織承諾的中介效果。中華管理評論國際學報,(15)1,2012。
2. 余民寧、陳柏霖、湯雅芬(2012)。大學生心理資本量表編制及其相關因素之研究。教育研究與發展期刊,第八卷第四期,19-52。
3. 唐永泰(2009)。員工之主管情緒智力知覺對其創新行為之影響。品質學報,第十六卷第六期,p.461-478。
4. 余明助、陳婉青、洪啟強(2014)。正向心理資本、工作敬業心、服務氣候與服務導向組織公民行為之研究-以電信產業門市人員為例。服務業管理評論,(11),25-42。
5. 李新民(2009)。幼兒教師的心理資本及其與工作表現的潛在關聯。幼兒保育學刊,7,1-23。
6. 余明助、李孟修(2013)。高績效人力資源實務、知覺社會支持、組織承諾與個人創新行為關係之研究-以社會交換理論觀點。勞資關係論叢,15(2),1-23。
7. 蔡啟通、高泉豐(2004)。動機取向、組織創新氣候與員工創新行為之關係: Amabile 動機綜效模型之驗證。管理學報,(21),571-592。
8. 林明杰、李信達(2011)。組織社會化程度,授權賦能認知對個人創新行為影響之研究:顧客導向行為的中介效果。科技管理學刊,16(2),53-80。
9. 謝廷豪、林益永、鍾瑞國、楊雯惠、陳盈臻(2013)。創造力人格特質對創新行為之研究-以幸福感為中介變項。 修平學報,(27),61-77。
10. 陳銘薰、洪敏莉(2009)。新聞記者職涯高原與專業高原對組織承諾與專業承諾的影響─ 組織承諾與專業承諾的中介效果。人力資源管理學報,第九卷第三期,19-44。
11. 黃家齊、黃荷婷(2006)。團隊成員目標導向對於自我與集體效能及創新之影響—一個多層次研究。管理學報,23(3), 327-346。
12. 張仁家、張哲遠(2013)。領導者之冒險性, 轉型領導與員工創新行為之關係研究-以某出版事業集團員工知覺為例。 創新與管理,10(1), 51-85。
 
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