中高階人才仲介顧問乃從事中高階人力與職缺媒合工作的專業人員，因其具有專業、效率高與保密等優點，故利用此管道找尋主管人才相當盛行。也因此，該中高階人才仲介顧問之職位價值已被當今社會普遍認可。然而與此相關的研究卻不多，關於此工作的職能需求研究更是缺乏，因此本研究乃針對中高階人才仲介顧問所需職能進行探索性實證性研究來發展中高階人才仲介顧問職能問卷，及探討了解中高階人仲介顧問之職能與與工作機效的關係。本研究採用兩階段式之探索性研究，第一階段先歸納整理職能的相關文獻，以此發展中高階人才仲介顧問職能問卷，並經由學者及業界的資深經理或顧問，共同確認問卷的內容效度，並透過重要性分析，藉以篩選出初步的職能問卷。第二階段採計畫性抽樣方式，針對回收40位中高階人才仲介顧問進行實證研究。結果顯示：本問卷具有相當好的信、效度。而在效度檢驗方面，本研究以探索性因素分析發掘問卷中潛在的子構面，結果形成5個職能子構面，其分別為：「人才仲介技能」、「自我管理與團隊合作」、「人才仲介之專業知識」、「情緒穩定與外向性之特質」以及「勤勉與開放性之特質」等職能構面。最後，透過複迴歸分析進一步探討各職能構面對工作績效(業績)表現間的關係，發現各構面均可有效預測工作績效，其中技能構面影響最大，且總量表對工作績效的預測解釋能力高達72.8%。此外，再針對人口統計變項對工作績效及各職能構面進一步觀察，發現顧問年資對於職能各構面及工作績效均有顯著的影響；年資愈久者業績及職能各構面之能力愈高。更多的探討及發現將供相關產業公司及顧問本身之未來發展參考。

Executive search consultant (ESC) are professional HR function are usually required by enterprises to recruit individuals who have the potential to meet in a “ideal” way the particular and perhaps “unique” needs of the organization in a specific area. In addition, they are not only clearly very large and an important part of a still expanding trend towards the outsourcing of HRM practices but also be well recognized in our society. Nevertheless the special field of ESC, the competency requirement has been largely neglected in literature. Hence, the purpose of the study is to explore competency dimension and develop a questionnaire of attributes. And also we try to undstand the impact of ESC between job performance and each competency dimension. In order to require the ESC competency attribute. The study to explore through has involved two phases. The first phase involved a set work flow of ESC job and analysis from earlier research studied. Initially, the competency questionnaires have be examined after content validity by scholars and experts in this industry and importance analysis by respondents. The second phase involved examination from the target of study was ESC who work in Taiwan R.O.C. A total of 40 useable responses were entered and five-factor solution was derived employing factor extraction techniques, and as will be noted below, the number of respondents are relatively high through tasted using letter degree analysis again and criterion-related validity. Finally, according to the result surprised finding that was tasted using multiple regression analysis, extraction techniqueas as a result indicate that the prediction ability was 72.8 % between each competency attributes and job performance amount of individual ESC. Another result that their work seniority is significantly impact to each competency dimension and job performance. In short, these results the ESC can improve individual performance by increasing individual competency attributes. Overall findings are discussed and the implications for ESC individual practice and future research reviewed.

致謝 I
中文摘要 II
英文摘要 III
目錄 VII
表目錄 VI
圖目錄 VIII
第壹章 緒論 1
第一節 研究動機 1
第二節 研究目的 2
第三節 研究流程 3
第貳章 文獻探討 8
第一節 中高階人才仲介顧問 8
第二節 職能 16
第三節 中高階人才仲介顧問的職能需求 27
第叁章 研究方法 38
第一節 研究之概念性架構 38
第二節 研究變項的操作型定義 39
第三節 研究對象 40
第四節 研究工具 44
第五節 統計分析方法 46
第六節 建構專家效度與重要性分析 48
第七節 項目分析 58
第八節 信度分析 61
第九節 效度分析 66
第十節 問卷確立 73
第肆章 研究結果分析 76
第一節 問卷施測與回收 76
第二節 樣本分析 79
第三節 各職能構面與業績之複迴歸分析 82
第四節 人口統計變項對各職能構面與業績之差異性分析 82

第伍章 結論與建議 89
第一節 研究發現 90
第二節 研究建議 92
第三節 研究限制 96
參考文獻 97
中文參考文獻 97
英文參考文獻 98
附錄一 中高階人才仲介顧問之職能專家問卷 103
附錄二 中高階人才仲介顧問之職能重要性問卷 111
附錄三 中高階人才仲介顧問之職能正式施測問卷 116

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