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研究生:黃國卿
研究生(外文):Gwo-Ching Huang
論文名稱:軍人晉陞機會之分析:人力資本與社會資本的觀點
論文名稱(外文):Analyzing the Promotion Opportunities of the Officers:The Viewpoint of Human and Social Capitals
指導教授:陳心田陳心田引用關係陳右勳陳右勳引用關係
指導教授(外文):Shin-Tien ChenYow-Shiun Chern
學位類別:碩士
校院名稱:國防管理學院
系所名稱:後勤管理研究所
學門:商業及管理學門
學類:行銷與流通學類
論文種類:學術論文
論文出版年:2002
畢業學年度:90
語文別:中文
論文頁數:94
中文關鍵詞:人力資本社會資本人際網絡升遷存活分析模型
外文關鍵詞:Humen CapitalSocial CapitalIndividual NetworkPromotionSurvival Analysis Model
相關次數:
  • 被引用被引用:13
  • 點閱點閱:642
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:5
摘  要
「晉陞」是軍人事業發展良窳的指標之一。特別對一個以階級象徵事業成就的國防組織勞動市場的成員,是具有極深刻的生涯意義。追溯有關晉陞議題的文獻,絕大部分專注在個人的工作表現如何影響晉陞的機會,較少從個人所擁有的社會資本或人力資本來討論晉陞的速度。為補強這方面理論的缺口,本研究從社會資本與人力資本理論出發,主要研究的問題是探討軍人晉陞至上校等待時間的因素為何?為回答上述問題,本研究以359位軍人組成的有效樣本為對象,應用存活模型中的期間分析來進行實證,結果發現:1.軍人普通學歷的高低與晉陞至上校的等待時間無關。2.軍人軍事學歷愈高,晉陞到上校的等待時間愈短。3.軍人任職單位層級越低,等待晉陞上校的時間愈長。4.軍人任教育職年資越久,等待晉陞上校的時間愈短。5.軍人任基層幕僚年資越久,等待晉陞上校的時間愈短。6.軍人任高司幕僚單位年資的長短,與其晉陞上校等待的時間無關。7.個人所屬的網絡結構,與各關係人間親密性愈高,晉陞至上校的等待時間越短。8.個人所屬的網絡結構,各關係人間年齡的異質程度越高,晉陞至上校的等待時間愈短。
關鍵詞:人力資本、社會資本、人際網絡、升遷、存活分析模型
ABSTRACT
For the career development of the officers, 「promotion」is one of the im-portant indications. Especially for the members of the National Defense Organiza-tion, which makes the grade as symbol of the career development, promotion has impressively careers meaning to them. Examined the past literatures about the topic of grade promotion, most of them were focused on the individual working performance how to influence his/her promotion opportunities, very few evalu-ated the time of promotion from the Human and/or Social Capitals which he/she possessed. In order to enhance the shortages about the theories, this study from the viewpoints of Human and Social Capitals to evaluate the factors which affect the waiting time from lieutenant promote to colonel. There are 359 valid question-naires from every department of National Defense Organization, the researcher ap-plied the periods analysis method of the Survival Analysis Model to analyze. The results indicate:(1)there are no relationship between general education and the waiting time promotes to colonel;(2)the higher the military education, the shorter the waiting time promotes to colonel;(3)the lower the unit which he/she ser-vices, the longer the waiting time promotes to colonel;(4)the longer the services time on teaching, the shorter the waiting time promotes to colonel;(5)the longer of the services time on base-unit, the shorter the waiting time promotes to colonel;(6)there are no relationship between the services time on high level staff department and the waiting time promotes to colonel;(7)the higher of the inti-macy between the individual network structure with the relative person, the shorter of the waiting time promotes to colonel;(8)the higher of the difference between the individual network structure with the age of the relative person, the shorter of the waiting time promotes to colonel.
Key Words:Humen Capital,Social Capital,Individual Network, Promotion, Survival Analysis Model.
頁次
中文摘要…………………………………………………………… Ⅰ
英文摘要…………………………………………………………… Ⅱ
誌謝………………………………………………………………… Ⅲ
目錄………………………………………………………………… Ⅳ
表目錄……………………………………………………………… Ⅶ
圖目錄……………………………………………………………… Ⅷ
第 一 章 緒  論……………………………………………… 1
第一節 研究動機………………………………………………… 1
第二節 研究問題………………………………………………… 3
第三節 章節架構………………………………………………… 7
第 二 章 文獻回顧……………………………………………… 8
第一節 人力資源管理、職業生涯理論與晉陞機會…………… 9
第二節 教育程度與晉陞機會…………………………………… 14
第三節 經歷與晉陞機會………………………………………… 17
第四節 人際網絡與晉陞機會…………………………………… 20
第五節 文獻評析………………………………………………… 23
第 三 章 研究方法……………………………………………… 28
第一節 研究架構………………………………………………… 28
第二節 研究假說………………………………………………… 30
第三節 變項測量………………………………………………… 35
第四節 分析方法………………………………………………… 40
第 四 章 軍人晉陞機會之分析………………………………… 44
第一節 敘述統計與基礎模型分析……………………………… 45
第二節 學歷對個人晉陞機會的影響…………………………… 52
第三節 經歷對個人晉陞機會的影響…………………………… 54
第四節 人際網絡對晉陞機會的影響…………………………… 57
第五節 社會資本與人力資本對個人晉陞機會的影響………… 59
第六節 小結……………………………………………………… 64
第 五 章 結論與管理意涵……………………………………… 72
第一節 研究結論………………………………………………… 72
第二節 管理意涵………………………………………………… 75
第三節 未來研究方向…………………………………………… 80
參考文獻…………………………………………………………… 81
一、中文部分……………………………………………………… 81
二、英文部分……………………………………………………… 83
附  錄…………………………………………………………… 92
作者簡介…………………………………………………………… 95
授 權 書…………………………………………………………… 96
表 目 錄
頁次
表2.1  職業生涯之定義種類…………………………………… 12
表3.1 研究假設一覽表………………………………………… 34
表4.1  各變項之最小值、最大值、平均數、標準差………… 46
表4.2 各變項之分佈百分比…………………………………… 47
表4.3  各變項間之相關係數矩陣……………………………… 47
表4.4 晉陞機會對各控制變項分析結果……………………… 51
表4.5  晉陞時間對人力資本與社會資本等變項分析結果…… 62
表4.6 實證結果與研究假說對照表…………………………....63
圖 目 錄
頁次
圖2.1 工作歷練投資決策分析圖……………………………… 19
圖3.1  研究架構………………………………………………… 29
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