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研究生:柳雅卿
研究生(外文):Liu, Ya-Ching
論文名稱:職涯決策型態及個人與工作適配性之關係-以台灣職場轉職者為例
論文名稱(外文):The Study of the Relationship between Career Decision Making Strategies and Person-Job Fit - Taiwan Job Changers
指導教授:陳銘薰陳銘薰引用關係
指導教授(外文):Chen, Ming-Shiun
學位類別:碩士
校院名稱:國立臺北大學
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:2007
畢業學年度:95
語文別:中文
論文頁數:72
中文關鍵詞:職涯決策個人與工作適配性自覺(自我意識)環境敏感度(工作適應)
外文關鍵詞:career decision-makingperson-job fitself-awarenessenvironment awareness
相關次數:
  • 被引用被引用:14
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由過去的文獻發現關於個人與工作適配性已有不少的研究,但少見有關職涯決
策型態及個人與工作適配性彼此間關係的討論。因而本研究主要是討論三種職涯決
策型態:理智型、直覺型及依賴型及個人與工作適配性之間的關係,並以近三年內
擁有轉換工作經驗者為取樣樣本,來進行調查並依問卷填答內容進行分析,公司內
之內部職務轉調不在本研究取樣範圍之內。
本研究以網路問卷調查法進行。基於時間及成本的考量,以研究者所熟識之企業的員工、及週遭的親朋好友為對象,進行便利抽樣(Convenience sampling);總共發出200份問卷,回收185份,扣除無效問卷十份,所得有效問卷為165份。以問卷調查方式了解影響個人與工作適配性的三種職涯決策,並將結果統計分析。在此研究中之主要二個干擾變項包含自覺及環境敏感度,透過投入干擾項來了解對決策型態及個人與工作適配間是否有增強或減弱之效果。
本研究發現理智型決策和個人與工作適配性之間有顯著之正向關係,自覺及
環境敏感度此二項干擾變項,在本研究中扮演職涯決策及個人與工作適配性之間的
干擾變數角色。並對理智型決策型態及個人與工作適配性之正向關係並無增強效果。依賴型決策及個人與工作適配為負向連結;同時,干擾變項的各自投入亦對
依賴型決策和個人與工作適配性間之正向關係有減弱效果。至於直覺型決策和個人
與工作適配性間關係經統計分析後結果則發現,其間之關係為負向關聯,不管任一
干擾變項皆對直覺型決策和個人與工作適配性間形成顯著之影響。

希望本研究之發現可提供做為後續研究者及學術界做為進一步研究之基礎。
Several past research have studied person-job fit. Among them few discussed on the relation between career decision-making and person-job fit. In this study, rational、intuitive and dependent decision making are 3 decision-making strategies were applied to explore the relation with person-job fit.
Data were collected for this study using Convenience sampling. And the sampling from an electronic questionnaire for persons who have changed job within the last 3 years are surveyed. Job rotation, relocation or inter-role transitions does not included in this study. Overall, 185 respondents submitted their completed questionnaire, only 165 valid responses were used in the analysis, for a response rate of 82.50%. Analyzed to understand how three different kinds of decision-making strategies would affect person-job fit. Moderated factors of this study is self-awareness and environment awareness for career decision making and person-job fit. While entering each moderator variable to better determine whether the moderator would change the effect of the decision-making strategies on the person-job fit.
The research found that the relation between each decision-making strategy and fit was contingent upon the concurrent use of other strategies. And compared with related to limited intuitive decision-making, the relation between rational strategy and fit is more obvious when individuals engaged with extensive intuitive decision-making. In addition, a dependent strategy was negatively related to person-job fit. The implications of these findings would provide references for future research in the relation between career decision-making strategies and person-job fit.
目錄
中文提要 I
英文提要 II
目錄 III
圖次 V
表次 VI
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 文獻探討 4
第一節 職涯決策 4
第二節 個人與工作適配 14
第三節 自覺及環境敏感度 18
第三章 研究方法 24
第一節 研究架構 24
第二節 研究假說 25
第三節 變數之操作性定義 27
第四節 資料蒐集與分析方法 28
第五節 問卷設計及前測 32
第六節 研究限制 34
第四章 實證分析 35
第一節 樣本結構 35
第二節 信度與效度分析 38
第三節 驗證性因素分析 40
第四節 假說驗證 44
第五章 結論與建議 53
第一節 研究結論 53
第二節 研究建議 55
參考文獻 56
附錄一:英文原始問卷 62
附錄二:中文問卷 70
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