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研究生:蔡信東
研究生(外文):TSAI, HSIN-TUNG
論文名稱:企業主管生涯發展方案與生涯發展需求之關係研究
論文名稱(外文):The Relationship Study of Managers'' Career Development Program and Their Career Development Needs
指導教授:余朝權余朝權引用關係
指導教授(外文):Chao-Chuan Yu,Ph.D.
學位類別:碩士
校院名稱:東吳大學
系所名稱:企業管理學系
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:1997
畢業學年度:85
語文別:中文
論文頁數:95
中文關鍵詞:生涯發展方案生涯發展需求管理發展方案生涯挫折企業主管生涯發展
外文關鍵詞:Career Development ProgramCareer Development NeedsManagement Development ProgramCareer FrustrationBusiness ManagerCareer Development
相關次數:
  • 被引用被引用:14
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  • 下載下載:0
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一個有效的生涯發展方案,必須同時滿足個人的需求及配合組織的人力資
源管理如此才能確保公司的最大成長。本研究即在探討臺灣企業界對於主
管的生涯展方案實施的現況與主管本身生涯發展需求配合的情形,並以生
涯挫折作為前二者間是否配合良好的指標,另外結合傳統管理發展方案以
作為企業在設計主管生涯發展方案時的參考。本研究是以臺灣企業二百八
十六位主管作為樣本,研究結果顯示,在現行十八項主管生涯發展方案中
,以管理才能訓練、人力資源規劃系統、晉升管道三者最受重視,而全體
生涯發展方案及需求可分為「訓練計劃」、「接班制度」、「退離輔導」
、「生涯輔導與諮商」四個因素,前二因素較受重視,而主管的需求也較
高。其次,產業別、資本型態、員工人數與地區別與各項主管生涯發展方
案因素有不同程度的相關,許多關係達到顯著水準。主管的生涯挫折共十
項,以報酬與付出相當、自由安排工作、成為本行專家三者挫折程度較高
,十項生涯挫折以因素分析可得出專業自主及權力地位二項因素,以前者
較有挫折。而教育程度、產業年資、個人年資、婚姻狀況與職位等分別與
二項生涯挫折因素各有不同程度的相關。最後以生涯挫折與主管生涯發展
需求差距及公司的傳統管理發展方案,分別作規則相關分析及逐步迴歸分
析,結果顯示公司愈不重視傳管理發展方案、主管的生涯發展需求差距愈
大,則主管的生涯挫折也愈高。
An efficient career development program must satisfy individual
needs and match human resource management in the organization at
the same time , so as to make sure that the company gets the
greatest growth.This study focuses on the correspondence between
firms( career development programs for managers and career
development needs of managers in Taiwan.In the study, career
frustration is used as an indication which decides whether the
both constructs correspond with each other well.Moreover it
combines with traditional management development program to
provide reference for desiging managers( career development
program for industries.This research uses 286 managers in Taiwan
industries as sample. And the results support that management
ability training,, human resource planning system and promotion
paths are emphasized mostly among the 18 items of current
managers'' careeer deveipoment programs. In addition, the whole
career development program and needs can be divided into four
factors, i.e. training program, succession system, leaving
guidence, along with career consultation. Among those , the
former two factors are emphasized more than the others, and
managers( needs for them are higher,too. However, different
organization variables including industries, capital systems,
employee numbers and areas will also influence these factors of
managers( career development programs, with various degrees.In
the ten items of career frustration, some with higher degrees
are blanced reward and payment, free working arrangment, being
a professional expert. And by factor analysis we can separate
the ten into two factors. One is profession independence; the
other is power status. Matnagers get more frustration from the
formor. But different demographic variables including education
background, industries years, company tenure, marriage and
position are related to career frustration with various degrees.
At last, canonical correlation analysis are used to find the
relationship among career frustration , managers( career
development program and companys( management development
program. The result reveals that the less the company emphasizes
the management development program, the more are the discrepancy
of managers( career development needs. Then the career
frustration will be more.
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