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研究生:許淑娟
研究生(外文):HSU, SHU-CHUAN
論文名稱:職能發展與工作績效之相關研究:以知覺就業力為中介變數
論文名稱(外文):Competency Management and Work Performance:The Mediating Role of Perceived Employability
指導教授:陳怡昌陳怡昌引用關係
指導教授(外文):CHEN, YI-CHANG
口試委員:楊賀雯李政隆
口試委員(外文):YANG, HO-WENLI, CHENG-LUNG
口試日期:2019-05-30
學位類別:碩士
校院名稱:崑山科技大學
系所名稱:企業管理研究所
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:2019
畢業學年度:107
語文別:中文
論文頁數:64
中文關鍵詞:職能發展工作績效就業力
外文關鍵詞:Competency DevelopmentJob PerformancePerceived employability
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商業保險發展至今近 60 年,從過往不要求學歷到現今須高中職或同等學歷以上,也因保險商品發展越多元化,專業領域越發廣泛,消費者購買的管道亦多元化,而全台灣保險從業人員將近 20萬人,入行者均希望透過職能發展產生高績效,獲取更高收入,然而在這麼競爭的市場中,往往發現從業年資長,並不代表職務高,亦不代表績效就高,每位從業主管均接受公司多元化的教育訓練,而同樣的學習產生卻產生出更多不同的職能發展及不同的工作績效,本研究希望了解從業主管在參與職能發展活動後對工作績效產生的影響。在文獻回顧中也發現知覺就業力對工作績效會有正向影響,同時自身會受到職能發展活動的影響。因此,本研究想要了解知覺就業力(包含解釋說明能力、完成任務能力、信心能力、預測變化能力),是否對於職能發展參與及工作績效(FYP、FYC、轄下人員數)間的關係具有中介效果。本研究以個案保險公司之中高階主管為研究樣本,於2019年1-2月期間,用便利抽樣方式發放400份問卷,有效回收365份,回收率91%。分析方法上運用Baron & Kenny (1986)提出的方式,進行中介效果檢驗。研究結果如下:1.職能發展參與對於FYP及轄下業務人員數有顯著負向影響。2.知覺就業力對於FYP及FYC有顯著正向影響,但是只有信心能力對於轄下業務人員數有顯著正向影響。3.除了自信能力對於所有依變數有部分中介效果外,其他知覺就業力只對FYP有部分中介效果。依據研究結論,本研究提出相關管理建議。



Insurance industry in Taiwan has been developed around for 60 years. The education qualification is required for insurance salesmen now since types of insurance products are diversified and related expertise are needed. Consequently, insurance salesmen in Taiwan have reached almost 200 thousand people and most hope to develop profession for better performance and higher salary. In literature reviews, competency development is positively related to job performance. Meanwhile, perceived employability has positive influence on job performance as well. Therefore, the main aim of this study is to investigate the moderating effect of perceived employability (including the ability of analysis and interpretation, the ability of task achievement, the ability of self-confidence, and the ability of industry insight) on the relationship between competency development involvement and job performance (including FYP, FYC, and the number of team members). This study conducted a survey from January to February in 2019 and collected 365 valid questionnaires from the sales managers of the case company. By using the analysis method proposed by Baron & Kenny (1986), the moderating effect of perceived employability was investigated. The results indicated :
1. Competency development involvement has negative effect on FYP and the number of team members; 2. Perceived employability has positive effect on FYP and FYC. However, only the ability of self-confidence has positive effect on the number of team members;3. The ability of self-confidence has partial moderating effect on the relationship between competence development involvement and all job performance. Other perceived employability has partial moderating effect only in the relationship between competence development involvement and FYP.
Based on the study findings, some managerial suggestions were proposed.



目錄
摘要 i
Abstract ii
誌謝 iv
目錄 v
圖目錄 viii
表目錄 ix
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 研究範圍與流程...........................................................................3
第二章 文獻探討............................................................................................5
 第一節 工作績效....................................................................................5
一、工作績效定義....................................................................................5
二、工作績效類型....................................................................................6
第二節 職能發展........................................................................................7
一、職能的定義........................................................................................7
二、職能的特性........................................................................................8
第三節 就業力............................................................................................9
一、就業力的定義...................................................................................9
二、就業力的特性...................................................................................9
第四節 變數間的關係.............................................................................10
一、職能發展與工作績效之關係........................................................10
二、就業力與工作績效之關係............................................................11
三、職能發展與就業力之關係............................................................12
四、職能發展、就業力與工作績效之關係........................................13
第三章 研究方法...........................................................................................14
第一節 研究架構......................................................................................14
第二節 研究假設......................................................................................14
第三節 研究工具......................................................................................15
一、變數定義與衡量方法.....................................................................15
二、自變數:職能發展.........................................................................15
三、中介變數:就業力.........................................................................16
四、依變數:工作績效.........................................................................18
五、人口統計變項.................................................................................18
第四節 研究對象與抽樣方式................................................................19
一、研究對象.........................................................................................19
二、抽樣方式.........................................................................................19
第五節 統計方法.....................................................................................19
一、敘述性統計.....................................................................................20
二、信度分析.........................................................................................20
三、效度分析.........................................................................................20
四、獨立樣本t檢定.............................................................................20
五、單因子變異數分析........................................................................20
六、因素分析.........................................................................................21
七、階層迴歸分析................................................................................21
第六節 問卷檢證....................................................................................21
一、職能發展參與................................................................................22
二、知覺就業力....................................................................................23
第七節 研究架構與研究假設修正......................................................25
第四章 研究結果分析................................................................................27
第一節 樣本結構分析............................................................................27
第二節 描述性統計分析........................................................................28
第三節 差異分析.....................................................................................29
一、獨立樣本t檢定.............................................................................29
二、單因子變異數分析相關分析.......................................................34
第四節 相關分析.....................................................................................37
第五節 迴歸分析.....................................................................................38
第五章 結果與建議.....................................................................................46
第一節研究結論.........................................................................................46
一、描述性統計部分............................................................................47
二、差異性分析部分............................................................................47
三、迴歸分析部分................................................................................49
第二節 實務建議....................................................................................52
一、就壽險公司部分............................................................................52
二、就業務主管部分............................................................................53
第三節 研究限制....................................................................................54
參考文獻.........................................................................................................55
一、中文文獻........................................................................................55
二、英文文獻........................................................................................56
附錄..................................................................................................................60
附錄一 問卷調查表..................................................................................60


一、中文文獻
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