臺灣博碩士論文加值系統

台灣接受高等教育人數逐年提升，經建會公佈「高等教育與訓練」指標中，台灣在全球一百三十一個國家排名高居第四，校方應該設法提昇學校內職員的水準，增加學校的競爭優勢，然而短期的獎勵機制對於學校職員或許不適用，因此希望藉由長期職涯發展方案達到目標。
本研究主要在探討學校職員對於學校所提供的職涯發展方案的滿意、工作滿意與績效表現之間的關係。首先針對職涯發展作定義，了解職員需求與組織所能提供的職涯方案，並將學校職員分為四個職涯階段(探索期、建立期、維持期與衰退期)，並依不同階段時期的需求，依照組織所提供的方案設計問卷架構，藉由網路問卷的方式收集資料，最後檢驗職涯方案滿意度、整體工作滿意度與績效表現之間的關係。
本研究欲探討職員對於職業生涯滿意程度是否影響工作滿意度，最終是否造成績效表現好壞的因素，解讀現今在校職員想法提供建議如何改善職業生涯方案或維持原本優良的部份。

Abstract
There are more and more people receive higher education in Taiwan. The Council for Economic Planning and Development published a report which about the global competitiveness. The performance of higher education and training is the world''s fourth. It means there are more competitive between colleges in Taiwan.
In order to win the competition, the institutions need to satisfy the customer (i.e., students and potential students). Satisfied customer can be achieved if the employees are satisfied. Internal marketing is a concept which emphasizes that employees are internal customers. Therefore, college should provide long-term career development programs to fulfill the staff’s needs.
A college staff’s career can be divided into four stages included the exploration, establishment, maintenance, and disengagement stages. They have varied career needs at different stages, this article uses literature review to know the features of career stages and use this concept to edit the questionnaire. This article expects to research the relations between the satisfaction of career development programs, overall job satisfaction and job performance.

目錄
摘要i
Abstractii
目錄iii
表目錄vi
第1章 緒論 1
1.1 研究動機 1
1.2 研究目的 1
1.3 研究方法概要 2
1.4論文架構 2
第2章 文獻探討 5
2.1 職涯發展的定義 5
2.2生涯階段與生涯發展規劃 6
2.3 生涯需求 7
2.4 工作滿意度 8
2.4.1 工作滿意度的定義與相關研究 8
2.4.2員工滿意度調查的意義 9
2.4.3 員工滿意度調查的方法 10
2.5 問卷設計型式 11
第3章 研究方法 15
3.1 問卷編製 16
3.1.1 職涯方案滿意度問卷 16
3.1.2 工作滿意度問卷 18
3.2 假說建立 19
3.3 抽樣設計 21
3.4 資料處理與分析方法 24
第4章 實例驗證 28
4.1 因素分析 28
4.2 信度與效度分析 34
4.2.1 信度分析 35
4.2.2 效度分析 35
4.3 職涯方案滿意度、整體工作滿意度、績效表現因果關係假說驗證36
4.4多元迴歸分析 40
4.5 學校職員背景與職涯滿意度之分析 43
4.5.1 學校職員背景與職涯滿意度之分析 43
4.6分析彙總 48
第5章 結論與建議 50
5.1 結論 50
5.2 建議 50
5.4 未來方向 55
參考文獻 58
附錄 61

1. Airasian,P.W.,& Gay,L.R., 2003, Educational research：Competencies analysis and application (7th ed.), Englewood Cliffs,N.J.：Prentice-Hall, 2003.
2. Beach, D S, 1980, Personnel: the management of people at work, 1980.
3. Bron, R. M. & Kenny, D.A., 1986, The moderator─ Mediation variable distinction on social psychological research: Conceptual, strategic and statistical considerations, Journal of Personality and Social Psychology, 15, pp.1173-1182., 1986.
4. Cron, W.L., A.J. Dubinsky, and R.E. Michaels, 1988, The influence of career stages on components of salesperson motivation, Journal of Marketing 52, pp.78–92, 1988.
5. Dalton, Thompson and Price, 1977, The four stages of professional careers: A new look at performance by professionals, 1977.
6. Donald W. Jackson Jr,Thomas Hollmann and Andrew S. Gallan, 2006, Examining career development programs for the sales force, Journal of Business & Industrial Marketing, 2006.
7. Donner and Wheeler, 2001, Career planning and development for nurses: the time has come., International Nursing Review :Volume 48(2)June 2001,pp. 79-85, 2001.
8. Guielford, 1965, J. P., Psychometric Method, 2nd ed., New York: McGraw-Hill, 1965.
9. Gutteridge, Thomas G., Leiowitz, Zandy B. and Shore, Jane E. ed., 1993, Organizational Career Development. California: Jossey-Bass Inc., 1993.
10. Hall and Khalil, 1968, An examination of Maslow ''s need hierachy in an organizational setting, 1968.
11. Hoppock, 1935, Job satisfaction, Publisher: Arno Press, 1977.
12. Judith K. Pringle, 1995, The new careers: Individual action and economic change, Sage publication, 1995.
13. Kaiser, H. F., 1974, “An Index of Factorial Simplicity”, Psychometrics, 39, pp.31-36, 1974.
14. McNeese-Smith, 2000, Job stages of entry, mastery, and disengagement among nurses, Journal of Nursing Administration, 2000.
15. Roscoe, J. T., 1975. Fundamental research statistics for the behavioral sciences., New York：Holt, Rinehart and Winston., 1975.
16. Rothman, 1989, J. L., Using Multivariate Statistics, 2nd ed., Harper & Row, 1989.
17. Sabrina O. Sihombing ans Maredo Gustam, 2007, The Effect of Internal Marketing on Job Satisfaction and Organizational Commitment: An Empirical Study in a University Setting, The 1st PPM National Conference on Management Research, 2007.
18. Schein, E.H., 1978, Career Dynamics: Matching Individual and Organizational Needs, Addison Wesley Publishing Company, 1978.
19. Srinivas R. Kandula, 2005, Performance Management：Strategies, Interventions, Drivers, Prentice hall of india, 2005.
20. Super, D.E., 1957, The Psychology of Careers: An Introduction to Vocational Development, Harper and Brothers, New York, 1957.
21. Tser-Yieth Chen, Pao-Long Chang and Ching-Wen Yeh, 2004, A study of career needs, career development programs, job satisfaction and the turnover intentions of R&D personnel, Career Development International Vol. 9 No. 4, 2004.
22. Weeks et al.,1999, The effects of gender and career stage on ethical judgment, Journal of Business Ethics, 1999.
23. Zaltman, G. & Burger, P. C. , 1975, Marketing Research: Fundamentals and Dynamics, Dryden Press, 1975.
24. Zikmund, W. G. , 2003. Business research methods (7th ed). Fort Worth: The Dryden Press. Chicago, Harcourt College Publishers IL, 2003.
25. 吳柏林（2005）, 模糊統計分析的數學原理及其應用,五南書局, 2005.
26. 吳翠治（2006）, 績效評估整合架構之建立：平衡計分卡與經濟附加價值之結合,第53期,東吳經濟商學學報,2006
27. 范姜如萱（2000）, 個人發展計劃執行之評估-以A公司為例,2000
28. 陳玉鳳（2004）, 國民中學教師專業評鑑規準之研究, 2004
29. 陳湘怡（2005）, 人力資源共享對台灣公分司HR結構與角色上的衝擊,2005
30. 楊至善(2006) , 台中市大學校院職員工作滿意度對組織承諾影響之研究,2006
31. 賈曉輝（2004）, 人力資源資源管理理論與實務,中國國際廣播出版社,2004
32. 蔡欣嵐(2001) , 工作特性,人格特質與工作滿意度之關係-以半導體業為例, 2001
33. 鄭彩鳳(2002) , 高中職學校職員激勵認知與工作滿意關係之研究,2002
34. 韓長淮(2002) , 我國東部地區大學校院職員工作滿意度之調查研究,2002
35. 教育部網站, http://www.edu.tw/