(3.236.214.19) 您好!臺灣時間:2021/05/10 04:36
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

: 
twitterline
研究生:張秋波
研究生(外文):CHIU-PO CHANG
論文名稱:組織成員之主動人格特質、知覺組織支持與職涯滿足關係之研究:以生涯自我管理為中介變項
論文名稱(外文):A Study of the Relationship of Proactive Personality,Perceived Organization Support,and Organizational Employees’ Career Satisfaction:Career Self-Management as Mediating Variable
指導教授:王湧泉王湧泉引用關係黃佳純黃佳純引用關係
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2009
畢業學年度:97
語文別:中文
論文頁數:112
中文關鍵詞:主動人格特質知覺組織支持職涯滿足
外文關鍵詞:proactive personalityperceived organizational supportcareer satisfaction
相關次數:
  • 被引用被引用:14
  • 點閱點閱:1961
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:395
  • 收藏至我的研究室書目清單書目收藏:3
組織是由一群人組合而成的,在一個企業體中,如果缺少了「人」,則該企業就會停「止」運作,所以,「人」是組織的根本,而當組織內的每一個人,認為他在事業生涯獲得滿足或成功的比例愈高時,則該組織成功的可能性就相形愈高。因此,組織要達成目標或完成使命,組織成員的職涯滿足程度就是一個非常重要的指標。
本研究旨在探討組織成員的主動人格特質、知覺組織支持、生涯自我管理與職涯滿足的關係。本研究以主動人格特質、知覺組織支持為自變項,職涯滿足為依變項,探討其間的關係;並進一步將生涯自我管理視為主動人格特質、知覺組織支持與職涯滿足間的中介變項,以瞭解各變項間的關係。本研究以各事業單位的組織成員為對象,以問卷調查方式進行研究,問卷發放採便利抽樣方式。在資料分析上,本研究採用信度分析、因素分析、單因子變異數分析、相關分析、迴歸分析及路徑分析來檢驗主動人格特質、知覺組織支持對職涯滿足的關係與影響力;並以生涯自我管理作為中介,是否對職涯滿足有顯著的影響。
本研究研究結果顯示:(一)主動人格特質對職涯滿足有顯著正向影響;(二)知覺組織支持對職涯滿足有顯著正向影響;(三)生涯自我管理對職涯滿足有顯著正向影響;(四)主動人格特質對生涯自我管理有部分顯著正向影響;(五)知覺組織支持對生涯自我管理有部分顯著正向影響;(六)生涯自我管理對「主動人格特質與職涯滿足間之關係」具有完全中介效果;(七)生涯自我管理對「知覺組織支持與職涯滿足間之關係」具有部分中介效果。
依據上述研究結果,本研究提出以下建議:(一)企業界方面:加強工作條件與環境的改善、提供教育訓練發展組織成員的新技能、提升薪酬或福利水準、推動員工協助方案(EAP)、辦理急難救助或貸款、推行健康管理計劃、增設溝通管道、推動師徒導師制度;(二)組織成員方面:多與工作領域裡的人建立關係、多注意並詢問自我績效表現與回饋、積極參與專案工作,適時要求輪調轉換工作等。
Organizations are comprised of people. Corporations will stop operating while lacking of people, therefore, people are the foundation of an organization. The more employees’ carer satisfaction attains, the more the organization would succeed. Consequently, the extent of employees’ career satisfaction becomes a very important indicator in order to fulfill an organization’s goals or missions.
This study explores the relationship among employees’ proactive personality, perceived organizational support, career self-management, and career satisfaction. The independent variables of this study are proactive personality and perceived organizational support; the dependent variable, career satisfaction. In addition to explore the relationship between independent variables and dependent variable, this study further explores the mediating effect of career self-management on the relationship between proactive personality, perceived organizational support and career satisfaction to understand the relationships between variables. The data were randomly collected from employees of business units. This study, via statistical analyses, examines the impact of proactive personality and peceived organizational support on career satisfaction, and investigates how career self-management, as a mediator, influences career satisfaction.
The findings indicate, first, proactive personality has significant and positive influence on career satisfaction. Second, perceived organizational support has significant and positive influence on career satisfaction. Third, career self-management has significant and positive influence on career satisfaction. Fourth, proactive personality has partial, significant and positive influence on career self-management. Fifth, perceived organizational support has partial, significant and positive influence on career self-management. Sixth, career self-management has full mediating effect on the relationship between proactive personality and career satisfaction. Seventh, career self-satisfaction has partial mediating effect on the relationship between perceived organizational support and career satisfaction.
Based on the research findings, this study proposes the following suggestions. First, for the corporations, improve the working conditions and environment, provide training programs and develop employees’ new skills, promote compensation and benefits, advance Employee Assistance Programs, offer emergent assistance or loan, implement health care programs, establish communication channel, and develop mentoring system. Second, for the employees, build relationship with the colleagues, inquire and pay attention to self-performance and feedback, actively involve in project, and ask for job rotation, etc.
目 錄
頁次
中文摘要............................................................Ⅰ
英文摘要............................................................Ⅱ
目錄 ...............................................................Ⅳ
表目錄..............................................................Ⅵ
圖目錄..............................................................Ⅷ
第一章 緒論..........................................................1
第一節 研究背景與動機.............................................1
第二節 研究目的...................................................2
第三節 研究流程...................................................3
第二章 文獻探討......................................................5
第一節 主動人格特質...............................................5
第二節 知覺組織支持..............................................13
第三節 生涯自我管理..............................................24
第四節 職涯滿足..................................................33
第五節 各研究變項之關係..........................................38
第三章 研究方法.....................................................42
第一節 研究架構..................................................42
第二節 研究假設..................................................43
第三節 研究變項的操作性定義與衡量方法............................43
第四節 資料分析方法..............................................48
第五節 資料蒐集方法與樣本特性分析................................50
第六節 各研究構面之因素分析與信度檢定............................53
第四章 實證分析.....................................................62
第一節 各研究變項之描述性統計分析................................62
第二節 不同個人屬性在各研究變項上之差異性分析....................63
第三節 各研究變項間之相關性分析..................................78
第四節 各研究變項之影響性分析與探討..............................82
第五節 生涯自我管理的中介效果分析與探討..........................87
第五章 結論與建議...................................................91
第一節 結論......................................................91
第二節 管理實務建議..............................................98
第三節 研究限制.................................................102
參考文獻...........................................................103
中文部份........................................................103
英文部份........................................................104
附錄: 調查問卷.....................................................110
參考文獻
一. 中文部份
王鑒忠、宋君卿(2008)。職業生涯成功評價新標準探析,現代管理科學(中國)。
方啟元(2005)。人力資源管理活動對工作滿意之影響-探討員工知覺組織支持的中介效果,國立中央大學人力資源管理研究所碩士論文。
甘唐沖、謝金燕、楊忠韋、曾俊凱(2003)。旅行業業務人員人格特質與離職傾向關係之研究-台北地區為例,觀光休閒暨餐旅產業永續經營學術研討會。
朱振衣(2004)。工作社會支持、家庭社會支持、工作-家庭衝突與生涯滿意度關聯性之研究,國防管理學院資源管理所碩士論文。
呂際榮(2007)。員工職業生涯自我管理,河南商業高等專科學校學報(中國)。
李佳怡(2000)。知覺組織支持對員工工作態度影響之研究,國立中山大學人力資源管理研究所碩士論文。
邵秀玲(2005)。以社會資本觀點探討中階主管之事業生涯成功與工作績效,國立中山大學人力資源管理研究所在職專班碩士論文。
吳靜吉、潘養源、丁興祥(1980)。「內外控取向與工作滿足與績效之關係」,國立政治大學學報。
周文祥(1998)。巨變時代的管理,台北:中天出版社。
林玉龍(2005)。人格特質研討報告。
林長瑞(1985)。「員工的人格特質、人口特性與電腦化態度之研究」,國立政治大學企業管理研究所碩士論文。
范昌煒(2004)。人力資本、社會資本、內在激勵與主觀事業生涯成功之關聯性,國防管理學院資源管理研究所碩士論文。
施博元(1994)。護理人員之人格特質、工作壓力、離職傾向之相關研究-以中部地區為例,東海大學工業工程研究所研究所博士論文。
徐崇文(2000)。以360度回饋探討影響主管人員行為改變意圖相關因素之實證研究,國立政治大學心理學研究所。
許琦、許百華、張興國(2007)。員工職業生涯自我管理的研究進展,心理科學(中國)。
郭俊德(2001)。事業生涯成功因素之探討:一個社會資本理論的觀點,國防管理學院後勤管理所碩士論文。
陳瑞鈺(1997)。外商公司駐台人員之人力資源實務認知與離職傾向關係之研究-心理契約之探討,淡江大學國際貿易研究所碩士論文。
陳英奇(2007)。組織生涯管理與生涯自我管理之關聯性研究—以台灣高科技產業為例,國立成功大學工業與資訊管理系碩士班碩士論文。
陳心田(2003)。人際網絡、網絡利益與事業生涯成功,管理評論。
黃天中,洪英正(1993)。心理學。台北:桂冠圖書股份有限公司。
黃佩瑜(2003)。國民小學教師專業角色知覺、生涯滿意度與生涯承諾之關係,台中師院國民教育所碩士論文。
曹岫雲(2006)。稻盛和夫成功方程式,中國:大百科全書出版社。
盧盛忠、余凱成、徐昶、錢冰鴻(1997)。組織行為學-理論與實務,台北:五南圖書出版公司。
二. 英文部份
Allen, T. D., & O'Brien, K. E. (2006). Formal mentoring programs and organizational attraction . Human Resource Development Quarterly, 17(1), 43-58.
Armeil, S., Eisenberger, R., Fasolo, P. & Lynch, P.(1998). Perceived organizational support and police performance: the moderating influence of socioemotional needs. Journal of Applied Psychology, 83(2), 288-297.
Aselage, J. & Eisenberger, R. (2003). Perceived organizational support and psychological contracts: a theoretical integration. Journal of Organizational Behavior, 24: 491-509.
Ashforth ,B. E. ,Kreiner ,G. E. , & Fugate ,M.(2000). All in a day’s work : Boundaries and micro role transitions. Academy of Management Review ,25 (3),472-491.
Bhanthumnavin, D. (2003). Perceived social support from supervisor and group members’ psychological and situational characteristics as predictors of subordinate performance in thai work units. Human Resource Development Quarterly, 14(1),79-97.
Blau, P. M.(1964). Exchange and power in social life. New York: Wiley.
Cascio, W.F.(1978). Applied psychology in personnel management, Reston Pub.
Clark ,S. C.(2000). Work/ family border theory :A new theory of work/ family balance. Human Relations ,53 (6),747-770.
Conway, N., & Briner, R. B. (2002). A daily diary study of affective responses to psychological contract breach and exceeded promises. Journal of Organizational Behavior, 23, 287-302.
Crites ,J . O.(1969). Vocational psychology. New York :McGrawHill
De Vos, A., Dewettinck, K., & Buyens, D. (2006). Organizational versus Individual Responsibility for Career Management: Complements or Substitute? Working paper No. 06/373, Ghent University, Faculty of Economics and Business Administration.
De Vos, A., Dewettinck, K., & Buyens, D. (2006). To Move or Not to Move? The Relationship between Career Management and Preferred Career Moves. Working paper No. 06/393, Ghent University, Faculty of Economics and Business Administration.
Dubrin, A.J.(1999). Human relations for career and personal success, Prentice Hall, Feger, H. 1991, Cooperation between groups. In R. A. Hinde & J. Groebel (Eds.), Cooperation and prosocial behavior, 281-300. Cambridge, UK: Cambridge Fernandez, R. M., Castilla, E. J., & Moore, P. 2000, Social capital at work: networks and employment at a phone center. American Journal of Sociology, 105,1288-1356.
Eisenberger, R., Huntington, R., Hutchinson, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507.
Eisenberger, R., Fasolo, P., & Davis–LaMastro, V. (1990), “Perceived organizational support and employee diligence, commitment, and innovation”, Journal of Applied Psychology, 75(1),51–59.
Erdogan, B., & Liden, R. C.(2002). Social exchanges in the workplace:a review of recent developments and future research directions in leader-member exchange theory. In L. L., Neider,& C. A. Schriesheim (Eds.), Leadership(65-114). Greenwich, CT:information Age.
Erdogan, B., Kraimer, M. L., Liden, R. C. (2004). Work value congruence and intrinsic career success : the compensatory roles of leader-member exchange and perceived organizational support. Personnel Psychology, 57(2), 305-332.
Ferris,G. R. , & J udge , T. A.(1991). Personnel/ human resources management : A political perspective. Journal of Management ,17 :447- 488.
Fuller, J. B. , Barnett, T., Hester, K., & Relyea, C. (2003). A social identity perspective on the relationship between perceived organizational support and organizational commitment. The Journal of Cocial Psychology, 143(6), 789-791.
Gaertner, K.N., & Nollen, S. D. (1989). Career experiences, perceptions of employment practices, and psychological commitment to the organization. Human Relations, 42, 975-991.
Gouldner, A. W.(1960). The norm of reciprocity: a preliminary statement. American Sociological Review, 25, 161-178.
Guzzo, R. A., Noonan, K. A. & Elron, E.(1994). Expatriate managers and psychological contract. Journal of Applied Psychology, 79(4), 617-626.
Hill, D. B.(1981). Attitude Generalization and the measurement of trust in American leadership. Political Behavior, 3(3), 257-270.
House, J. S.(1981).Work stress and social support. Reading, MA:Addison-Wesley.
Hung, H. (2004). Perceived organizational support for personal development: an expectation model. Asia Pacific Management Review, 9(1),61-77.
Igbaria, M. (1991). Job performance and MIS professionals:An examination of the antecedents and consequences. Journal of Engineering and Technology Management, 8, 141-171.
Inkson ,K. , & Arthur ,M.B.(2001). How to be a successful career capitalist . Organizational Dynamics ,30 (1),48-61.
Jennings ,E. E.(1971). Routes to the executive suite. New York :Macmillan
Judge , T. A. , & Bretz ,R. D.(1994). Political influence behavior and career success. Journal of Management ,20 ,43-65.
Kanter ,R. M.(1997). Men and women of the corporation. New York :Basic Books
King ,Z.(2001).Career selfmanagement :A framework for guidance of employed adults. British Journal of Guidance and Counselling ,29(1),65-78.
King ,Z.(2004). Career selfmanagement : Its nature , causes andconsequences. Journal of Vocationnal Behavior ,65.
Kossek, E. E. , Roberts , K. , Fisher , S , & Demarr ,B.(1998). Career selfmanagement :A quasiexperimental assessment of the effects of a training intervention. Personnel Psychology ,51,935-962
Lee, T., & Maurer, S. (1997). The retention of knowledge workers with the unfolding model of turnover. Human Resource Management Review, 7, 247-275.
Levinson, H.(1965). Reciprocation: the relationship between man and organization. Administrative Science Quarterly, 9, 370-390.
Meyer, J. & Allen, N.(1984). Testing the “side bet theory” of organizational commitment: some methodological considerations. Journal of Applied Psychology, 69, 372-378.
Morrison, E. W., & Robinson, S. L. (1997). When employees feel betrayed: a model of how psychological contract violation develops. Academy of Management Review, 22, 226-256.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979), “The measurement of organizational commitment”, Journal of Vocational Behavior, 14 , 224–247.
Northcraft, G. B. & Neale, M. A.(1986). Opportunity costs and the framing of resource allocation decisions. Organizational Behavior and Human Decision Processes, 37, 348-356.
Orpen, C. (1994). The effects of organizational and individual career management on career success. International Journal of Manpower, 15(1), 27-37.
Pazy, A. (1988). Joint Responsibility. The relationships between organizational and individual career management and the effectiveness of careers. Group & Organizational Studies, 13(3), 311-331.
Porter, L.,& Lawler, E. E. (1968) Antecedent attitudes of effective managerial performance. Organization and Human Performance, 2, 122-142.
Richardson ,M. S.(1996). From career counseling to counseling/ psychotherapy and work ,jobs and career. In : M. L. Savickas , & W. B. Walsh( Eds. ) . Handbook of career counseling theory and practice. Palo Al to ,CA :Davies - Black .
Robinson, S. L., & Morrison, E. W. (2000). The development of psychological contract breach and violation:a longitudinal study. Journal of Organizational Behavior, 21,525-546.
Rotter, J. B. (1992). Cognates of personal control: Locus of control, self-efficacy, and explanatory style. Applied & Preventive Psychology, 1(2), 127-129.
Rousseau, D. M.,& Parks, J. M.(1993). The contracts of individuals and organizations. Research in Organizational Behavior, 15, 1-43.
Rousseau, D.M.(1995). Psychological contracts in organizations: understanding written and unwritten agreements. Newbury Park, CA:Sage.
Rousseau, D. M., & Tijoriwalas, S. A.(1998). Assessing psychological contracts: issues, alternatives and measures. Journal of Organizational Behavior, 19, 679-695.
Schein, E. H. (1980). Organizational Psychology. Englweood Cliffs, NJ:Prentice-Hall.
Seibert ,S. E. ,Kraimer ,M. L. , & Liden ,R. C.(2001). A social capital theory of career success. Academy of Management Journal ,44(2),219-237.
Schlenker ,B. R.(1980). Impression management : the selfconcept , social identity and interpersonal relations. Monterey ,CA :Brooks/ Cole .
Sturges, J., Guest, D., & Davey, K. M. (2000). Who’s in charge? Graduates’ attitudes to and experiences of career management and their relationship with organizational commitment. European Journal of Work and Organizational Psychology, 9(3), 351-370.
Sturges, J., Conway, N., Guest, D., & Lifeooghe, A. (2005). Manageing the career deal: The psychological contract as a framework for understanding career management, organizational commitment and work behavior. Journal of Organizational Behavior, 26, 821-838.
Sullivan ,S. E. ,Carden ,W. A. , & Martin ,D. F.(1998). Careers in the next millennium: Directions for future research. Human Resource Management Review ,8 (2) ,165-185
Super ,D. E.(1994). A life span ,life space perspective on convergence. In : M. L. Savickas , & R. W. Lent ( Eds. ) . Convergence in career development theories : Implications for science and practice. Palo Alto , CA : Consulting Psychologists Press .
Thompson,J.A.(2005).Proactive personality and job performance: A social capital perspective. Journal of Applied Psychology, 90(5), 1011-1017.
Turnley, Wl. H., & Feldman, D. C. (1998). Psychological contract violations during corporate restructuring. Human Resource Management, 37,71-83.
Tyler, T. R. (1999). Why people cooperate with organizations:An identity-based perspective. In R. I. Sutton and B. M. Staw.(Eds.). Research in Organizational Behavior,201-247. Greenwich. CT:JAI Press.
Van Maanen J., & Schein, E.H. (1979). Toward a theory of organizational socialization. Research in Organizational Behavior, 1, 209-264.
Wayne ,S. J . ,Liden ,R. C. ,Graf , I. K. , & Ferris ,G. R.(1997). The role of upward influence tactics inhuman resource decisions. Personnel Psychology ,50(4),979-1006.
Wayne, S.J., Shore, L.M., & Liden, R.C. (1997).“Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal,40,82-111.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
1. 人資從業人員工作投入、主動性人格特質、專業承諾與職涯滿足關係之研究
2. 人格特質、知覺組織支持與職涯滿足關係之研究:以因應策略為中介變項
3. 人資從業人員角色知覺、知覺組織支持、專業承諾與職涯滿足關係之研究
4. 生涯自我效能、生涯復原力與職涯滿足關係之研究-以生涯管理行為為中介變項
5. 知覺組織支持、問題解決能力與職涯滿足關係之研究:以因應策略為中介變項
6. 組織生涯管理與生涯自我管理之關聯性研究-以台灣高科技產業為例
7. 大學行政人員知覺組織支持、組織創新、工作活力與工作績效關係之研究-以獲教學卓越計畫大學為例
8. 派遣員工的組織支持知覺、工作動機與組織公民行為關係之研究─以雙組織承諾為中介變項
9. 高雄市國中教師知覺組織支持、專業承諾與教學效能關係之研究
10. 知覺組織支持、組織認同與服務導向組織公民行為之研究-以某國際觀光旅館為例
11. 從福利觀點看員工協助方案:福利滿意度、知覺組織支持與組織承諾的關係
12. 內部行銷對組織公民行為影響之研究-以知覺組織支持作為干擾變數之探討
13. 工作特性與角色壓力對醫院資訊人員工作滿足之研究:以知覺組織支持為干擾效果
14. 轉換型領導、主管部屬交換關係對退卻行為之影響-以知覺組織支持為調節變項
15. 人事人員角色壓力、雙組織承諾與職涯滿足關係之研究-以高雄市政府人事處所屬機構為例
 
系統版面圖檔 系統版面圖檔