臺灣博碩士論文加值系統

升遷是員工個人職業生涯發展的重要途徑，是組織對其能力與業績的肯定，是自身價值的提升，將帶來員工個人經濟與社會地位的提高以及更多的外部選擇機會。對銀行來講，職務升遷不但能發掘、維持與激發行內員工的潛能，更能運用合理升遷制度有效的舉才，並為加強組織的凝聚力，給未升遷者或新進員工提供職業發展期望從而增強員工的歸屬感。
本論文之研究對象為最近兩年內有發生升遷事實的C銀行員工，探討C銀行員工升遷時之最主要影響因素。本研究採用判斷抽樣之方式抽取樣本，總計發放320份問卷，回收樣本數為300份，扣除無效樣本60份後，有效樣本為240份，有效樣本回收率為80%。透過敘述性統計、信度分析、因素分析、相關分析及迴歸分析進行分析，其主要研究結果如下：
1. 本研究將影響C銀行員工升遷影響因素歸納為專業績效、員工能力和人際關係等三個構面。
2. 研究結果顯示男性比女性更贊同專業績效、工作能力與人際關係對升遷的影響；已婚且有小孩比未婚受訪者更贊同專業績效對升遷的影響；主管級員工的受訪者比一般員工的受訪者更贊同專業績效、工作能力、工作態度與人際關係對升遷的影響。不同教育程度、銀行所屬區域對專業績效、工作能力、工作態度與人際關係對升遷的影響認知上則無顯著差異。
3. 研究結果顯示C銀行員工認為人際關係對晉升頻率的影響最大。

關鍵詞：升遷、專業績效、工作能力、人際關係

Advancement is the important approach to employee career development, is recognition of one’s capacity and performance from one’s organization, is the value of upgrading itself, and it will also contribute to economic and social opportunities for advancement, as well as more external options. Advancement can not only discover, maintain and stimulate the potential of employees in the bank industry, with rational promotion system effective, it can also strengthen the cohesion of the organization; besides, for those who haven’t been promoted or new employees, career development expectations also enhance staff''s sense of belonging.
This study invited promoted employees for the last two years from C bank and researched the most major influencing factors itself. The result came form 240 questionnaires out of 320. The main results of this study are as follows:
1. Career advancement is affected by the following factors: professional performance, work capacity, and interpersonal relationships.
2. The research results show that more men than women agree with professional performance, work capacity and interpersonal relationships which impact on promotions; married and have children than unmarried respondents endorsed the performance impact on the promotion of professional; supervisory staff of respondents than the average employee of the respondents agree with the professional performance, work capacity, work attitude and interpersonal impacts on promotion. Different levels of education, banking professional to inspect their performance, work ability, work attitudes, and no significant difference on the promotion effect of cognitive relationships.
3. The results showed C bank staffs believe that most affect frequency of promotion, interpersonal relationships.

目錄
表目錄 V
圖目錄 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 2
第三節 研究流程 2
第二章 文獻探討 4
第一節 研究對象概況介紹 4
第二節 影響升遷的因素 7
第三章 研究方法 15
第一節 研究架構 15
第二節 研究對象與範圍 15
第三節 研究變項操作性定義與衡量 15
第四節 統計分析 17
第四章 實證分析結果 19
第一節 樣本結構分析 19
第二節 因素及信度分析 22
第三節 差異性分析 25
第四節 相關性分析 30
第五節 研究變項間之因果關係 32
第五章 結論與建議 35
第一節 研究結論與發現 35
第二節 研究建議 36
第三節 研究限制 36
第四節 後續研究建議 37
參考文獻 38
附錄：正式問卷 43
表目錄

表2 1 影響升遷個人因素彙整表 12
表3 1 升遷影響因素之衡量題項 16
表4 1 性別統計 19
表4 2 年齡統計 20
表4 3 婚姻狀況統計 20
表4 4 教育程度統計 20
表4 5 在銀行年資統計 21
表4 6 職稱統計 21
表4 7 所屬區域統計 21
表4 8 【專業績效】之KMO值及Bartlett球形檢定 22
表4 9 【專業績效】之因素分析 22
表4 10 【員工能力構面】之KMO值及Bartlett球形檢定 23
表4 11 【員工能力構面】之因素分析 23
表4 12 【個人特質構面】之KMO值及Bartlett球形檢定 23
表4 13 【個人特質構面】之因素分析 24
表4 14 各研究構面信度分析表 24
表4 15 企業文化與家長式領導的敘述性統計分析 25
表4 16 性別在各研究變項之差異分析 25
表4 17 年齡在各研究變項之差異分析 26
表4 18 婚姻狀況在各研究變項之差異分析 27
表4 19 教育程度在各研究變項之差異分析 27
表4 20 銀行年資在各研究變項之差異分析 28
表4 21 職稱在各研究變項之差異性分析 29
表4 22 銀行所屬區域在各研究變項之差異分析 29
表4 23 研究變項之相關分析表 31
表4 24 專業績效、員工能力與人際關係對晉升次數之階層迴歸分析 33
表4 25 專業績效、員工能力與人際關係對晉升次數之階層迴歸分析(一般員工) 34
表4 26 專業績效、員工能力與人際關係對晉升次數之階層迴歸分析(中低階管理者) 34

圖目錄

圖1 1 研究流程圖 3
圖2 1 彰化商業銀行組織系統圖 6
圖3 1 研究架構圖 15

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