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研究生:温雅萍
研究生(外文):Ya-Ping Wen
論文名稱:潛能、晉升力評分和員工職涯滿意的關聯性-以個人與主管適配和LMX為調節變項
論文名稱(外文):The study of relationship between promotability, employee’s satisfaction and potential: The moderating effects of leader-member exchange and person and supervisor fit.
指導教授:林文政林文政引用關係
指導教授(外文):Wen-jeng Lin
學位類別:碩士
校院名稱:國立中央大學
系所名稱:人力資源管理研究所
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:2017
畢業學年度:106
語文別:中文
論文頁數:49
中文關鍵詞:潛能晉升力評分職涯滿意個人與主管適配LMX
外文關鍵詞:Potentialperson and supervisor fitLeader-Member ExchangePromotabilityCareer Satisfaction
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在現今社會變遷快速且多樣化的大環境下,企業間彼此競爭激烈,員工能力的發展與素質的提昇就是企業的競爭力之一。在企業組織中,人才是企業組織最重要的資產,而企業要如何發掘人才、發展其潛能,展現於工作上,並協助企業邁向成功,這些都是企業要重視的課題。本研究除了探討潛能、晉升力評分及員工職涯滿意的關聯性外,也探討主管部屬交換關係(LMX)、個人與主管適配在潛能對晉升力評分及員工職涯滿意的調節效果。
本研究樣本的蒐集包含了台灣地區及大陸地區,總共回收367份有效配對問卷。以階層迴歸分析本研究之假設驗證。研究結果顯示,潛能、晉升力評分及職涯滿意三者具明顯的關聯性,但加入LMX、個人與主管適配後,卻沒有明顯的調節效果。
With changing of social environment, enterprises are highly competitive with each other. One of the competitiveness of enterprises is the development of staff capacity and quality. Talent is the most important asset of business organization. These are the issues that companies should pay attention to develop employee’s potential.
Besides discussing the relationship between promotability, career satisfaction and potential, the moderate effect of leader-member exchange and person and supervisor fit is discussed in the research.
In the study, the samples are sourced from Taiwan and China. Totally 367 questionnaires are collected. The hypotheses are verified with hierarchical regression.
The findings of the study results the main effect of regression analysis show that potential have positive relationship with promotability and career satisfaction. But after adding LMX and person and supervisor fit, there is no moderating effect.
第一章緒論 1
第一節 研究動機與背景 1
第二章 文獻探討 5
第一節 職涯滿意 5
第二節 晉升力評分 7
第三節 潛能 9
第四節 潛能與晉升力評分、職涯滿意的關聯性 11
第五節 個人與主管適配 13
第六節 個人與主管適配的調節效果 14
第七節 主管-部屬交換關係(Leader-Member Exchange) 16
第八節 主管-部屬交換關係的調節效果 18
第三章 研究方法 19
第一節 研究架構 19
第二節 研究對象與程序 20
第三節 研究變項衡量 21
第四節 資料分析與統計方法 24
第四章 研究結果 25
第一節 資料來源與樣本特性 25
第二節 相關分析 26
第二節 階層迴歸分析 27
第五章 結論與建議 31
第一節 研究結果與討論 31
第二節 學術貢獻 32
第三節 管理意涵 33
第四節 研究限制與未來研究發展方向 34
參考文獻 35
一、中文部分 35
二、英文部分 36
一、中文部分
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2. 陳真毓(2013)。工作績效和潛能對部屬晉升力評分的影響─以主管─部屬交換關係為調節變項(未出版之碩士論文),國立中央大學。
3. 陳愛雲(2015)。員工潛能量表之建置(未出版之碩士論文),國立中央大學。
4. 黃冠智(2013)。潛能,個人與主管適配與主管晉升力評分的關聯性(未出版之碩士論文),國立中央大學。
5. 賴聽柔(2013)。領導潛能量表之建立(未出版之碩士論文),國立中央大學。

二、英文部分
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