臺灣博碩士論文加值系統

　　國家在經濟發展的過程中，銀行業扮演貨幣市場供需調節的重要角色。在我國的政治經濟背景下，穩定金融市場更是銀行業首要任務，2008年金融海嘯所帶來的景氣寒冬使大部分的企業因受到波及而不得不在組織內部啟動各種危機處理或營運調整。中階主管主要負責將高階主管的決策方向建構轉化出具體的方案與計畫，且帶領、指導下屬員工完成制定的計畫，並控制進度與成效，因此，中階主管的角色扮演適當與否，是組織經營成敗的關鍵因素。
　　本研究以銀行業中階主管為主要研究對象，試圖瞭解銀行業中階主管是否能藉由本身之工作經驗累積自身的職涯資本，進而達到職涯成功，對個人與組織都達到雙贏的成果，本研究以影響職涯成功為思考點，以銀行業中階主管的人格特質、職涯資本來作為職涯成功之間的關聯性研究，並據此分析瞭解彼此之間的關係；另外，關注於銀行業中階主管自身累積的職涯資本是否能中介人格特質與職涯成功，以及自我效能是否會對職涯資本與職涯成功之間的關係具調節效果。
　　本研究問卷發放方式分由以下三個部份，其一，是採用便利抽樣之方式，至各銀行親自發放後，等待各分行主管填答完畢後再親自回收；其二，是採用滾雪球之方式，請在銀行上班的親友們利用線上或是紙本作業之方式請各分行的主管填答；其三，則是進行郵寄發放，並附上回郵信封，讓願意填寫問卷調查之銀行業主管自行寄回。最後，一共回收323份銀行業中階主管之有效問卷，分析後本研究得以下研究結論：
一、銀行業中階主管的「人格特質」對其「職涯資本」有顯著影響。
二、銀行業中階主管的「人格特質」對其「職涯成功」有顯著的正向影響。
三、銀行業中階主管的「職涯資本」對其「職涯成功」有顯著的正向影響。
四、銀行業中階主管的「職涯資本」對其「人格特質」與「職涯成功」有顯著中介效果。
五、銀行業中階主管的「自我效能」對其「職涯資本」與「職涯成功」具調節效果。

In the economical development of the state, the banking industry plays an important role as the mediator of the market. In view of Taiwan’s political and economical background, stabilizing the financial market is the top priority of the banking industry. The sluggish economy following the 2008 Financial Crisis meant most businesses had to adjust internally to deal with the impact. Mid leveled management are mainly responsible for materializing the operation decisions and structures instructed by high leveled management, and to supervise employees to complete set assignments and to oversee progress and results. The role of the mid level management is vital to the success of a business.
This study is directed at mid level management in the banking industry, in attempt to answer the question: Can mid level management in the banking industry create a win-win situation (for the manager and the bank) from achieving career success though accumulation of career capital.
This study focuses on career success and looks into the relationship between character, career capital and career success, as well as whether or not accumulated career capital can mediate character and career success. Finally, I will examine the hypothesis that self efficacy mediates career capital and career success.
This study is sampled in three ways: 1. Convenience sampling, where questionnaires are personally delivered to mid level managers then recycled personally. 2. Snowball sampling, where I ask friends who are working in banks to forward my questionnaires to mid level managers and 3. Mail sampling, where I mail the questionnaires (with return envelopes attached) to mid level managers. In all, 323 questionnaires were recycled, and the following results were drawn.
1. Personality has effects on career capital.
2. Personality has effects on career success.
3. Career capital has positive effects on career success.
4. Career capital has partial mediation effect between personality and career success.
5. The self-efficacy has moderated effect between career capital and career success.

目　錄
第一章　緒論 1
第一節 研究背景與動機 1
第二節　研究目的 3
第二章　文獻回顧 4
第一節　人格特質 4
第三節　職涯成功 15
第四節　自我效能 21
第五節　變項與變項之間的關係 26
第三章　研究方法 29
第一節　研究架構與假設 29
第二節　研究變項之操作性定義及衡量工具 31
第三節　研究對象與資料蒐集 39
第四節　測量模式 42
第五節　資料分析方法 53
第四章　結果與討論 55
第一節　個人屬性在各研究變項上之差異性 55
第二節　相關分析 69
第三節　各研究變項之迴歸分析 72
第四節　自我效能之調節效果分析 78
第五節　研究假設驗證結果 80
第五章　結論與建議 81
第一節　研究結論 81
第二節　研究意涵 85
第三節　研究限制與未來研究建議 86
參考資料　……………………………………………………………….……………87
附錄　………………………………………………………………………………….94
 

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