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研究生:洪敏莉
研究生(外文):Min-Li Hung
論文名稱:台灣地區大型企業經理人職涯高原認知對工作態度影響之研究
論文名稱(外文):The effects of perceived career plateau on job attitudes of managers in large enterprises in Taiwan
指導教授:陳銘薰陳銘薰引用關係
學位類別:博士
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
畢業學年度:98
語文別:中文
論文頁數:142
中文關鍵詞:職涯高原工作態度工作投入組織承諾工作滿足組織生涯路徑規劃生涯階段
外文關鍵詞:Career plateauJob involvementOrganization commitmentJobsatisfactionCareer pathCareer stage
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本研究針對台灣地區500 大企業經理人進行職涯高原認知(perceived career plateau)對工作態度(工作投入、組織承諾與工作滿足)的影響研 究,並探討組織生涯路徑規劃完善程度及生涯階段的干擾效果。研究結果 發現,台灣大型企業經理人職涯高原認知,確實會對經理人的工作態度產 生負向影響,其中尤其以組織層級型高原對工作態度的影響更為嚴重。此外,企業經理人對組織生涯路徑規劃完善程度的認知,對組織層級型高原與工作態度間的關係有顯著調節作用;而只對工作內容型高原與續留性組織承諾間有調節作用。生涯階段則只對工作內容型高原與規範性組織承諾與工作滿足有調節作用。主要研究發現條列如下:
1. 整體而言,台灣大型企業經理人職涯高原認知程度對工作投入、組織承諾與工作滿足等工作態度有負向影響。而組織層級型高原認知對工作投入、組織承諾與工作滿足都有顯著負向影響。工作內容型高原認知對工作投入、與工作滿足也有負向影響。
2. 除組織承諾之外,雙重高原職涯高原認知比單一高原(組織層級型或工作內容型)對工作態度負向影響更有預測力3. 生涯規劃完善程度對組織層級型職涯高原認知與工作投入、組織承
諾(包括情感性組織承諾、續留性組織承諾與規範性組織承諾)與工作滿足的關係有干擾效果。
4. 生涯規劃完善程度只對工作內容型高原認知與續留性組織承諾之負向關係具干擾效果;對工作內容型高原與工作投入、組織承諾、情感性組織承諾、規範性組織承諾與工作滿足的關係不具有干擾效果。
5. 生涯階段對組織層級型高原認知與工作投入、組織承諾(含情感性組織承諾、續留性組織承諾、規範性組織承諾)與工作滿足的關係不具干擾效果。
6. 生涯階段除對工作內容型高原認知與工作滿足的負向關係具有干擾效果外,生涯階段對工作內容型高原與工作投入與組織承諾都不具干擾效果
7. 工作內容型高原對所有工作態度的負向影響,都比組織層級型高原對工作態度的影響更小
This study examines the relation of perceived career plateau to job
attitudes including job involvement, organizational commitment and job satisfaction and the moderating effects of career path and career stage on the relationships between perceived career plateau and three job attitudes. Data were collected from 387 managers who came from top 500 enterprises in Taiwan. The result of this study shows that perceived career plateau is negatively correlated with job involvement, organizational commitment and job satisfaction. The perceived hierarchical career plateau is negatively correlated with job involvement, organizational commitment and job satisfaction while the perceived job content plateau is negatively correlated with job involvement and job satisfaction.
The results of hierarchical multiple regression analyses indicate that career path only plays a significant moderating role on the relationship between perceived hierarchical career plateau and job involvement,organization commitment and job satisfaction. Career path is not a significant moderating role between the job content career plateau and job attitudes.
Besides, career stage is not a significant moderating role between perceived hierarchical career plateau and job attitudes. According to this study, career stage only moderates the relationship between perceived job content plateau and job satisfaction.
Based on the findings, the implications and limitations of this study and the directions for future researches are discussed.
謝 詞...............................................................I
中文提要........................................................... III
ABSTRACT.......................................................... V
目 錄..............................................................VII
表目錄..............................................................XI
圖目錄........................................................... XIII
第一章 緒論..........................................................1
第一節 研究背景與動機..................................................1
第二節 研究問題與目的..................................................6
第二章 文獻探討.......................................................9
第一節 職涯理論發展....................................................9
第二節 職涯高原理論....................................................13
第三節 職涯高原認知對工作態度的影響...................................... 25
第四節 影響職涯高原認知對工作態度影響的干擾因素.............................47
第三章 研究設計...................................................... 57
第一節 研究架構...................................................... 57
第二節 研究假設...................................................... 58
第三節 變數定義與衡量................................................. 63
第四節 研究對象與資料搜集...............................................71
第五節 資料分析方法與工具.............................................. 74
第四章 資料分析與結果................................................. 75
第一節 樣本結構...................................................... 75
第二節 信度、效度與共同方法變異之分析.................................... 76
第三節 變數基本統計量................................................. 80
第四節 各產業平均數比較分析............................................ 81
第五節 假設檢定...................................................... 82
第五章 結論與建議.................................................... 101
第一節 假設驗證結果彙總............................................... 101
第二節 研究結果討論.................................................. 108
第三節 管理意涵..................................................... 114
第四節 研究貢獻、研究限制與未來研究建議.................................. 117
參考文獻........................................................... 119
附錄:問卷內容...................................................... 139
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