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研究生:徐其力
研究生(外文):CHI-LIH SHYU
論文名稱:員工生涯能力與組織生涯管理對員工生涯成功之影響研究
論文名稱(外文):The Impact of Employee’s Career Competencies and Organizational Career Management on Employee"s Career Success
指導教授:王誕生王誕生引用關係
指導教授(外文):Dan-Shang Wang
學位類別:博士
校院名稱:國立彰化師範大學
系所名稱:工業教育與技術學系
學門:教育學門
學類:專業科目教育學類
論文種類:學術論文
論文出版年:2008
畢業學年度:96
語文別:中文
論文頁數:283
中文關鍵詞:生涯能力組織生涯管理生涯成功階層線性模式
外文關鍵詞:Career competenciesCareer successOrganizational career managementHierarchical Linear Modeling
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本研究根據無疆域生涯理論與人力資本理論探討個人層次的員工生涯能力與組織層次的生涯管理對於員工生涯成功之影響。對於員工生涯能力的衡量,本研究以Defillippi與Arthur (1994)所提出之觀點,將其分為生涯動機、生涯網絡與生涯行為三者。組織生涯管理依Orpen (1994)的見解,以一般人力資源、生涯資訊與生涯諮商三構面來進行衡量。員工生涯成功則分為生涯滿意、職涯成長、市場價值與薪資四構面,且前三構面屬於主觀生涯成功,薪資則屬於客觀生涯成功。
本研究先後以半結構式訪談與問卷調查來進行實證研究。半結構式訪談的主要目的在於初步驗證研究架構的合理性與務實性;共針對八位企業界中階主管進行調查。問卷調查則採量化的方式來驗證本研究所提之假設;並採立意取樣的方式針對29家中大型製造業進行調查;總計發放個人層次問卷665份,有效回收604份,回收率達90.83%;另外在組織層次問卷上,共發放260份,有效回收217份,回收率達83.46%。回收之有效問卷,採用階層多元迴歸分析與階層線性模式等統計方法進行資料分析。根據實證分析結果,獲致之主要結論如下:
壹、 本研究建構了一個動態、長期觀點與連續性的生涯能力衡量模型。
貳、 生涯動機會顯著且正向的影響生涯網絡,且以生涯洞察與生涯復原對生涯網絡之影響較大。
參、 生涯網絡會顯著且正向的影響生涯行為的生涯技能、個人生涯管理與生涯認同,且以外部網絡行為對生涯行為之影響較大。
肆、生涯動機會顯著且正向的影響生涯行為的生涯技能、個人生涯管理與
生涯認同。
伍、員工生涯能力是影響其生涯成功的重要因素。
陸、生涯動機與生涯行為是影響員工生涯成功的關鍵因素,且以生涯洞察、
生涯認同與生涯渴望對員工生涯成功影響較大。
柒、組織的生涯管理會顯著且正向的影響員工之生涯成功,且以生涯諮商對員工生涯成功的影響較大。
捌、組織生涯管理的一般人力資源與生涯資訊會顯著且正向的調節員工生
涯能力與生涯成功間之關係。

根據研究結論,分別對企業界與後續研究者提出具體之建議以供參考。
According to boundaryless career and human capital theories, the main purpose of this study was to explore the impact of employee’s career competencies and organizational career management on employee’s career success. Followed the perspective of Defillippi and Arthur (1994), we divided career competencies into three following dimensions: knowing-why, knowing-how, and knowing-whom. According to the perspective of Orpen (1994), we divided organizational career management into human resource practices, career information, and career counseling three dimensions. We also employed the following four indicators to evaluate career success: career satisfaction, career growth, marketability, and salary.
We surveyed 665 employees in twenty-nine manufacturing companies in Taiwan in the individual level. The total returned valid questionnaires were 604 in twenty-four companies. Besides, we also surveyed 260 questionnaires in the organizational level, its total returned valid questionnaires were 217. Employed hierarchical multiple regression and Hierarchical Linear Modeling (HLM) to analyze our data, we have obtained the following eight conclusions:
1. This study built up a career competencies model that was dynamic, long-term view, and continuous.
2. Knowing-why had a positive and direct impact on knowing-whom. Career insight and career resilience were the key factors that affected knowing-whom.
3. Knowing-whom had a positive and direct impact on knowing-how. External network was the key factor that affected knowing-how.
4. Knowing-why had positive and direct impacts on career identity, career skills, and career self-management.
5. Employee’s career competencies were the important and key factors that affected employee’s career success.
6. Knowing-why and knowing-how were the key factors that affected employee’s career success in the individual level. Career insight, career identity, and career impatience had greater impacts on career success.
7. Organizational career management could significantly affect career success, career counseling was the key factor that affected career success.
8. Career information and human resource practices could moderate the relationship between career competencies and career success positively.
第一章 緒論…………………………………………………….1
第一節 研究背景與動機…………………………………..1
第二節 研究目的……………………………………………7
第三節 研究流程……………………………………………8
第四節 研究範圍與限制.…………………………………10
第五節 名詞釋義…………………………………………..13
第二章 文獻探討……………………………………………..15
第一節 生涯與生涯能力………………………………….16
第二節 生涯成功…………………………………………..41
第三節 組織生涯管理…………………………………….54
第四節 員工生涯能力間之關係………………………..65
第五節 生涯能力與生涯成功間之關係……………….71
第六節 組織生涯管理對生涯成功之影響………….…76
第三章 研究設計與方法.…………………………………..83
第一節 研究架構與假設.………………………………..83
第二節 研究方法與研究工具之設計………………….86
第三節 研究樣本.………………………………………..121
第四節 資料分析…………………………………………125
第四章 研究結果……………………………………………131
第一節 半結構訪談結果………………………………..131
第二節 研究樣本特性…………………………………..148
第三節 三類生涯能力間關係之探討….……………..154
第四節 生涯能力、組織生涯管理與………….……..177
生涯成功間跨層次分析結果
第五章 結論與討論…………………………………………209
第一節 研究主要發現…………………………………..209
第二節 研究結論…………………………………………227
第三節 研究建議………………………………………..235
參考文獻.………………………………………………………249
中文部分….…………………………………………………249
英文部分….…………………………………………………251
附錄……………………………………………………………..267
附錄(一)員工自填問卷…………………………………..268
附錄(二)組織自填問卷…………………………………..272
附錄(三)生涯動機二階驗證性因素分析結果……….274
附錄(四)生涯網絡二階驗證性因素分析結果………..275
附錄(五)生涯行為二階驗證性因素分析結果…….….276
附錄(六)主觀生涯成功二階驗證性因素分析結果….277
附錄(七)研究變項相關係數半矩陣表………………..278
附錄(八)生涯能力各構面對主觀生涯成功HLM……279
分析結果
附錄(九)生涯能力各構面對生涯滿意HLM…………280
分析結果
附錄(十)生涯能力各構面對職涯成長HLM..…………281
分析結果
附錄(十一)生涯能力各構面對市場價值HLM.………282
分析結果
附錄(十二)生涯能力各構面對薪資HLM..……………283
分析結果

圖 次

圖1-3-1 本研究之研究流程.…………………………………..8
圖3-1-1 本研究之研究架構………………………………….84
圖3-4-1 本研究資料分析方法.…………………………….129
圖4-3-1 生涯能力LISREL分析結果……………………..177
圖5-1-1 生涯動機影響生涯網絡結果示意圖……………214
圖5-1-2 生涯網絡影響生涯行為結果示意圖……………215
圖5-1-3 生涯動機影響生涯行為結果示意圖……………217
圖5-1-4 生涯能力影響生涯成功結果示意圖……………220
圖5-1-5 生涯能力各構面影響生涯成功示意圖…………222
圖5-1-6 組織生涯管理影響生涯成功結果示意圖……..224
圖5-1-7 組織生涯管理跨層次調節效果示意圖………..226

表 次

表2-1-1 生涯定義彙整表……………………………………18
表2-1-2 生涯能力構面………………………………………34
表2-1-3生涯能力內涵…….….……………………………..38
表2-2-1 生涯成功衡量標準.………………………………..45
表2-5-1 影響生涯能力與生涯成功之相關個人變項..…75
表2-6-1 影響生涯成功之相關組織變項…………………82
表3-2-1 生涯動機量表信度分析結果……………………92
表3-2-2 生涯動機量表驗證性因素分析結果……………93
表3-2-3 生涯動機量表區別效度檢驗結果………………95
表3-2-4 生涯網絡量表信度分析結果……..……………..98
表3-2-5 生涯網絡量表驗證性因素分析結果……………99
表3-2-6 生涯行為量表信度分析結果…………………..102
表3-2-7 生涯行為量表驗證性因素分析結果………….104
表3-2-8 生涯行為量表區別效度檢驗結果……………..105
表3-2-9 生涯能力區別效度檢驗檢果…….……………..107
表3-2-10 生涯滿意量表驗證性因素分析結果………...108
表3-2-11 職涯成長量表驗證性因素分析結果…………110
表3-2-12 市場價值量表驗證性因素分析結果…………111
表3-2-13 組織生涯管理量表信度分析結果……………116
表3-2-14 組織生涯管理量表驗證性因素分析結果…..117
表3-2-15 組織生涯管理量表區別效度檢驗結果……...118
表3-3-1 半結構式訪談人員名單………………………...122
表3-3-2 個案公司問卷發放及回收情況統計表.………124
表3-4-1 本研究之假設形式與驗證條件………………..128
表4-1-1 生涯能力對生涯成功影響程度訪談結果……142
表4-1-2 三類生涯能力間關聯性訪談結果彙整表…….147
表4-2-1 研究樣本(類別變項)特性彙整表………….150
表4-2-2 研究樣本(連續變項)特性彙整表………….150
表4-2-3 生涯能力、組織生涯管理與生涯成功……….153
樣本平均數與標準差彙整表
表4-3-1 生涯動機影響生涯網絡………………….……..155
階層多元迴歸分析摘要表
表4-3-2 生涯動機影響內部網絡行為與外部…………..157
網絡行為階層多元迴歸分析摘要表
表4-3-3 生涯網絡影響生涯行為…………………...…...160
階層多元迴歸分析摘要表
表4-3-4 生涯網絡影響生涯認同與生涯……..…..…….163
技能階層多元迴歸分析摘要表
表4-3-5 生涯網絡影響個人生涯管理………….……….165
階層多元迴歸分析摘要表
表4-3-6 生涯動機影響生涯行為………………....……..167
階層多元迴歸分析摘要表
表4-3-7 生涯動機影響生涯認同與生涯…….…….….…169
技能階層多元迴歸分析摘要表
表4-3-8 生涯動機影響個人生涯管理……………..….….172
階層多元迴歸分析摘要表
表4-4-1 組織生涯管理rwg值彙整表……………………..179
表4-4-2 主觀生涯成功階層線性模式分析結果…………181
表4-4-3 生涯滿意階層線性模式分析結果………………188
表4-4-4 職涯成長階層線性模式分析結果………………192
表4-4-5 市場價值階層線性模式分析結果………………195
表4-4-6 薪資階層線性模式分析結果…………………….199
表4-4-7 顯著跨層次調節效果彙整表…………………….203
表4-4-8 顯著影響生涯成功構面彙整表………………….207
表5-1-1 研究假設驗證結果(成立)……………………..210
表5-1-2 研究假設驗證結果(部分成立)………………..211
表5-1-3 顯著影響生涯網絡的生涯動機構面……..…….213
表5-1-4 顯著影響生涯行為的生涯網絡構面……..…….215
表5-1-5 顯著影響生涯行為的生涯動機構面……..…….217
表5-1-6 生涯能力對生涯成功影響狀況………………….219
表5-1-7 顯著影響生涯成功的生涯能力變項……………221
表5-1-8 組織生涯管理對員工生涯成功影響狀況……..223
表5-1-9 組織生涯管理跨層次調節效果………………….225
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