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研究生:梁明福
研究生(外文):Ming-Fwu Liang
論文名稱:國營事業員工晉升至主管之時間與歷程分析─以T公司為例
論文名稱(外文):An Analysis of the Time and Course for State-Owned-Enterprise Employees to be Promoted to Managers ─ Take the T Company for Instance
指導教授:張力張力引用關係陳怡珮陳怡珮引用關係
指導教授(外文):Li ChangYi-Pei Chen
學位類別:碩士
校院名稱:世新大學
系所名稱:企業管理研究所(含碩專班)
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:2012
畢業學年度:100
語文別:中文
論文頁數:98
中文關鍵詞:晉升人格特質人力資本社會網絡
外文關鍵詞:PromotionPersonalityHuman CapitalSocial Network
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「人才」是企業最寶貴的資產,而管理人員為企業關鍵的人力資源,員工進入公司後,工作動機除了為薪資外,也希望能夠獲得晉升至較高職位與管理權責的機會,以肯定自己及增強自我成就感。本研究目的在探討國營事業T公司員工在晉升至基層主管或中階主管職位之歷程,員工的個人屬性、人格特質、人力資本及社會網絡等,對於晉升主管的時間之影響,本研究透過問卷調查的方式,針對現職基層主管及中階主管發出515份問卷,並回收475份問卷,研究發現:
一、晉升基層主管前的職員年資方面,個人屬性有顯著差異的因素為年齡、學歷及主管級別等三項;人格特質無顯著影響;人力資本的「工作自信」因素有顯著影響,社會網絡之「社團網絡」因素亦有顯著影響。
二、晉升中階主管前的基層主管年資方面,個人屬性有顯著差異的因素僅有年齡一項,人格特質的「消極性格」因素有顯著影響,在人力資本及社會網絡均無顯著影響。
T公司近年來在組織精簡的環境下,所面臨之人力斷層、人力老化等問題甚為明顯,如何在現有的升遷機制下,建構拔擢新進及完善領導階層培訓制度,是不可忽略的重要課題。
The staff is the most precious assets in the enterprises, and the management is the critical human resource for business. When an individual gets into an organization, his/her job motives may include not only salary but also opportunities for being promoted to higher positions with managerial responsibility and accountability, to self-confirm and enhance a sense of achievement. This research investigates the course of promotion to first-line managers and middle managers in the state-owned enterprise, company T, and the determinants of promotion. By means of questionnaires, we investigated 515 first-line managers and middle managers in company T, and 475 questionnaires were returned. The results of the research indicate that:
1.In terms of promotion to first-line managers, the factors in the dimension of personal attributes with significant differences are age, educational level, and executive level; the dimension of personality has no significant effect; the factor of "work confidence" in the dimension of human capital has a significant effect; the factor of "community network" in the dimension of social networks also has a significant impact.
2. In terms of promotion to middle managers, there is only one factor, age, with significant difference in the dimension of personal attributes. The factor of "negative trait" in the dimension of personality has a significant effect; no significant effect in the dimension of human capital and social networks.
Under the environment of organization simplification, the discussions of gap and aging of human resources in company T are gradually raised in recent years. It is an important issue of how to improve the existed systems by promoting capable juniors and strengthening the leadership training system.
謝誌 i
中文摘要 ii
Abstract iii
表次 vi
圖次 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 5
第三節 研究重要性 5
第四節 研究流程 6
第二章 文獻探討 8
第一節 內部勞動市場與晉升 8
第二節 人格特質與晉升 12
第三節 人力資本與晉升 16
第四節 社會網絡與晉升 18
第五節 相關研究及T公司晉升主管作業 21
第三章 研究方法 27
第一節 研究架構與研究假設 27
第二節 研究變項的操作型定義 29
第三節 資料分析方法 33
第四節 問卷設計與前測分析 36
第五節 資料蒐集方法 45
第四章 研究結果與分析 46
第一節 樣本分析 46
第二節 描述性統計 48
第三節 假設驗證 58
第四節 多元迴歸分析 65
第五章 結論與建議 74
第一節 結論 74
第二節 建議 76
第三節 後續研究建議 77
參考文獻 78
附錄一 問卷調查表 84
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