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研究生:李佳隆
研究生(外文):Jia-Lung Li
論文名稱:職涯異動因素之研究-以六、七年級工作者為例
論文名稱(外文):The Study of Antecedents and Career Mobility-The samples of workers born in the 70’s and 80’s
指導教授:董玉娟董玉娟引用關係
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2008
畢業學年度:96
語文別:中文
論文頁數:135
中文關鍵詞:人格特質工作價值觀多變生涯無疆界生涯
外文關鍵詞:personalitywork valueprotean careerboundaryless career
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本研究是針對不同世代工作者的多變生涯跟無疆界生涯的偏好,做全面性的探討,以瞭解這之間的差異性跟彼此在工作上的配合及需求,進而對企業的領導管理工作、人才上的徵選跟招募提出相關的建議,期望可以幫助國內企業解決目前新舊世代在管理上所面臨的問題,使得新舊世代各展現所長。因此,多變生涯跟無疆界生涯的研究是要達到以下四個目的:
1.不同世代在多變生涯跟無疆界生涯的差異性。
2.人格特質跟多變生涯及無疆界生涯之間的關聯性。
3.不同的工作價值觀跟多變生涯及無疆界生涯的差異。
4.及最後,對於多變生涯與無疆界生涯對於自尊是否產生影響。
研究結果發現:
一、個人的人格特質對於多變生涯及無疆界生涯有明顯的關聯性。
二、個人的工作價值觀對於多變生涯跟無疆界生涯有明顯的關聯性。
三、個人的多變生涯跟無疆界生涯的特質對於自尊產生明顯的關聯性。
四、不同世代在多變生涯跟無疆界生涯並沒有顯著的差異性。
最後,本研究根據研究所得之結果,作一討論並對企業界,員工個人及後續研究者作一建議。
Domestic enterprises have encountered the difficulties resulted from incoherent demands of employees of different generations in business management. It is important to understand and to resolve the conflicts existing among generations in
order to help each employee to make the most of his/her capabilities and to improve
the career management strategies. This research is to study protean/boundaryless career preference of the employees from different generations and is intended to investigate the followings:
1. The differences of protean career / boundaryless career from different generations
2. The relationships between personality and protean career / boundaryless career among individuals.
3. The relationships between work value and protean career / boundaryless career among individuals.
4. The relationships between protean career / boundaryless career and self-esteem among individuals.

The findings of the study are the following:
1. The individuals with stronger personality trait own stronger protean career and boundaryless career.
3. The individuals with stronger work value trait own stronger protean career and boundaryless career.
4. The individuals with stronger protean / boundaryless career trait own stronger self-esteem.
5.Protean career and boundaryless career are not significantly differently from one generation to the other.

The author will discuss the result based upon the observation in the studies and provide a proposal to the enterprises, the employees and the subsequent researchers.
目錄 Ι
表目錄 ΙΙ
圖目錄 ΙΙΙ
壹、 緒論 1
第一節 研究背景 1
第二節 研究動機 5
第二節 研究目的 7
第三節 研究流程 8
貳、 文獻探討 10
第一節 多變生涯模式 10
第二節 無疆界生涯模式 15
第三節 人格特質 18
第四節 價值觀 25
第五節 統合職能 33
第六節 心理成功 35
第七節 自尊 32
參、 研究方法 38
第一節 研究架構 39
第二節 研究假設 40
第三節 研究變項之定義跟衡量工具 43
第四節 研究對象與樣本分析 54
第五節 資料處理與分析方法 ..................................58
肆、研究結果分析與討論
第一節 信度與效度分析.......................................59
第二節 各研究變項之相關分析..................................69第三節 自變項與多變生涯及無疆界生涯之關係....................71
第四節 多變生涯與無疆界生涯對自尊之關係......................76
第五節 各研究變項之回歸分析及中介效果分析....................78
第六節 研究結果.............................................101
伍、結論與建議
第一節 研究結論.............................................104
第二節 管理實務上的建議.....................................106
第三節 研究限制與後續研究建議...............................107
參考文獻
一、中文部份.................................................109
二、英文部分.................................................110














表次
表1-1-1 新舊人類的工作價值觀之差異性.............................3
表1-2-1 不同世代不同的價值觀.....................................5
表1-2-2 新新人類的心聲跟企業管理者面對的方式.....................5
表2-1-1 客觀生涯成功之定義 11
表2-1-2 主觀生涯成功之定義 11
表2-1-3 Hall(1976年)多變生涯vs傳統生涯比較 12
表2-1-4 Noe (1990年)多變生涯vs傳統生涯比較 12
表2-1-5 概述傳統跟多變生涯所關注的範圍跟例子 12
表2-2-1 概述到傳統職涯模型跟多變的職涯觀點的不同.................16
表2-3-1 五大人格特質的定義及構面.................................20
表2-3-2 五大人格特質跟內外部職涯成功的正負關係表.................21
表2-4-1 各學者對價值觀之分類.....................................27
表2-4-2 各學者對於工作價值觀之分類...............................30
表2-5-1 自尊之定義及構面.........................................34
表3-2-1 研究架設表...............................................40
表3-4-1 基本資料分析.............................................56
表4-1-1 KMO與Bartlett’s test表....................................59
表4-1-2 五大人格特質因素分析與信度內容...........................62
表4-1-3 預應式人格特質因素分析與信度內容.........................63
表4-1-4 工作價值觀因素分析與信度分析.............................65表4-1-5 多變生涯因素分析與信度分析...............................66
表4-1-6 無疆界生涯因素分析與信度內容.............................67
表4-1-7 自尊因素分析與信度分析...................................68
表4-2-1 相關分析表...............................................70
表4-3-1 五大人格特質與多變生涯及無疆界生涯之迴歸分析.............72
表4-3-2 預應式人格特質與多變生涯及無疆界生涯之迴歸分析............74
表4-3-3 工作價值觀與多變生涯及無疆界生涯之迴歸分析................75
表4-4-1 多變生涯對自尊之迴歸分析..................................76
表4-4-2 無疆界生涯對自尊之迴歸分析................................77
表4-5-1 多變生涯對自尊之迴歸分析.................................81
表4-5-2 「五大人格特質」及「多變生涯」對「自尊」外在之層級迴分析.......82
表4-5-3 無疆界生涯對自尊之迴歸分析...............................85
表4-5-4 「五大人格特質」及「無疆界生涯」對「自尊」外在之層級迴歸分析...86
表4-5-5 多變生涯對自尊之迴歸分析.................................88
表4-5-6 「預應式人格特質」及「多變生涯」對「自尊」外在之層級迴歸分析...89
表4-5-7 無疆界生涯對自尊之迴歸分析...............................92
表4-5-8 「預應式人格特質」及「無疆界生涯」對「自尊」外在之層級迴歸分析.93
表4-5-9 多變生涯對自尊之迴歸分析.................................95
表4-5-10 「工作價值觀」及「多變生涯」對「自尊」外在之層級迴歸分析.96
表4-5-11 無疆界生涯對自尊之迴歸分析..............................99
表4-5-12 「工作價值觀」及「無疆界生涯」對「自尊」外在之層級迴歸分析...100
表4-6-1 研究驗證結果彙整.........................................101

圖次
圖1-4-1 研究流程圖...............................................8
圖2-5-1 兩種統合職能的相互作用影響...............................33
圖2-5-2 生涯成功的Calling模式...................................36
圖 3-1-1 研究架構圖...............................................39
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