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研究生:林瑞蓉
研究生(外文):Lin, Jui-Jung
論文名稱:生涯自我效能、生涯復原力與職涯滿足關係之研究-以生涯管理行為為中介變項
論文名稱(外文):The Relationship of Career Self-Efficacy, Career Resilience and Career Satisfaction:The Mediating Role of Career Management Behavior
指導教授:王湧泉王湧泉引用關係黃佳純黃佳純引用關係
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
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:2009
畢業學年度:97
語文別:中文
論文頁數:91
中文關鍵詞:生涯自我效能生涯復原力生涯管理行為職涯滿足
外文關鍵詞:career self-efficacycarrer resiliencecareer management behaviorcareer satisfaction
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組織由員工所組成,而員工對其職涯的滿意度對組織的運作與發展有極大之影響,員工對其職涯滿意與否最直接便是表現在離職率、向心力、以及對組織改變的支持度。因此對組織來說,瞭解影響員工職涯滿足的因素則顯得益發重要;而對員工來說,瞭解如何讓自己在快速變化的環境中不被淘汰,才能保有就業力與競爭力。基此,本研究主要探討員工的生涯自我效能、生涯復原力、生涯管理行為與職涯滿足之關連性。

本研究透過發放問卷之方式,以台灣地區之企業員工為對象,共發放問卷450份,回收有效問卷414份。研究結果發現:
1.企業員工的生涯自我效能程度越高則職涯滿足也相對越高;
2.企業員工的生涯復原力程度越高則職涯滿足也相對越高;
3.企業員工的生涯管理行為程度越高則職涯滿足也相對越高;
4.企業員工的生涯自我效能會透過生涯管理行為之中介效果,影響職涯滿足之程度;
5.企業員工的生涯復原力會透過生涯管理行為之中介效果,影響職涯滿足之程度;
6.企業員工不同的教育程度、產業別及職位在生涯自我效能有顯著差異;教育程度、產業別、職位及是否曾轉換過公司在生涯復原力有顯著差異;教育程度、職位及目前任職機的年資在生涯管理行為有顯著差異;年齡、教育程度、產業別、職位及目前任職機構的年資在職涯滿足有顯著差異。
Organization is formed by employees and employees are the most valuable treasure to organization; therefore, whether employees are satisfied with their career is a critical key for an organization’s growth for the reason that career satisfaction has been linked to several important organizational outcomes, such as organizational commitment, intentions to leave, or “turnover intentions”, and support for orgniazaiotnal change.

Consequently, organization should make efforts to find out the approached to reinforce employees’ career satisfaction; meanwhile, employees should endeavor to build the right skills, attitude and adaptability to keep pace with the rapid rate of change in the world of work, which is an essential prerequisite for employees today.
The purpose of this study was to explore the relationships among career self-efficacy, career resilience, career management behavior, and career satifiscation. Based on total 414 completed surveys from enterprise employees, the findings indicate that:
1.Employees who were higher on career self-efficacy tended to possess higher career satisfaction.
2.Employees who were higher on career resilience tended to possess higher career satisfaction.
3.Employees who were higher on career management behavior tended to possess higher career satisfaction.
4.Career management behavior mediated the relationship between career self-efficacy and career satisfaction.
5.Career management behavior mediated the relationship between career resilience and career satisfaction.
6.Education, type of institution, and position yielded statistically significant main effects on career self-efficacy; education, type of institution, position and having changed jobs yielded statistically significant main effects on career resilience; education, position and years of current work yielded statistically significant main effects on career management behavior; age, education, type of institution, position and period of current work yielded statistically significant effects on career satisfaction.
謝誌 Ⅰ
中文摘要 Ⅱ
英文摘要 Ⅳ
目錄 Ⅴ
表目錄 Ⅵ
圖目錄 Ⅶ
第壹章 緒論 1
第一節 研究背景與研究動機 1
第二節 研究目的 2
第三節 研究步驟與流程 3
第貳章 文獻探討 4
第一節 生涯自我效能 4
第二節 生涯復原力 11
第三節 生涯管理行為 16
第四節 職涯滿足 25
第五節 生涯自我效能、生涯復原力、生涯管理行為與職涯滿足之關係 31
第參章 研究方法 35
第一節 研究架構 35
第二節 研究假設 36
第三節 操作性定義與衡量量表 36
第四節 因素分析與信度分析 40
第五節 研究對象與資料蒐集方法 45
第六節 資料分析及統計方法 47
第肆章 實證結果與分析 50
第一節 各研究構面之敘述性統計分析 50
第二節 各研究構面之差異性分析 52
第三節 各研究構面之相關分析 58
第四節 各研究構面之迴歸分析 60
第伍章 結論與建議 67
第一節 研究結論 67
第二節 研究建議與限制 70
參考文獻 74
一、中文文獻 74
二、英文文獻 76
附錄 88

表目錄
表2-1 生涯復原力與人格特質之相關研究 14
表2-2 生涯復原力與年齡、性別、教育、種族之相關研究 14
表2-3 生涯復原力與工作議題之相關研究 15
表2-4 生涯管理行為之相關研究 23
表2-5 比較傳統職業生涯和無邊界職業生涯 25
表2-6 職涯滿足之相關研究 29
表3-1 生涯自我效能量表 37
表3-2 生涯復原力量表 38
表3-3 生涯管理行為量表 39
表3-4 職涯滿足量表 40
表3-5 生涯自我效能量表因素及信度分析 42
表3-6 生涯復原力量表信度分析 43
表3-7 生涯管理行為量表因素及信度分析 44
表3-8 職涯滿足量表信度分析 45
表3-9 問卷回收率 45
表3-10 個人基本資料分析 46
表4-1 生涯自我效能量表平均數與標準差 50
表4-2 生涯復原力量表平均數與標準差 50
表4-3 生涯管理行為量表平均數與標準差 51
表4-4 職涯滿足量表平均數與標準差 51
表4-5 個人變項在生涯自我效能的差異性分析 53
表4-6 個人變項在生涯復原力的差異性分析 54
表4-7 個人變項在生涯管理行為的差異性分析 56
表4-8 個人變項在職涯滿足的差異性分析 57
表4-9 生涯自我效能與職涯滿足的相關分析 58
表4-10 生涯復原力與職涯滿足的相關分析 59
表4-11 生涯管理行為與職涯滿足的相關分析 59
表4-12 生涯自我效能與生涯管理行為的相關分析 60
表4-13 生涯復原力與生涯管理行為的相關分析 60
表4-14 生涯自我效能對職涯滿足的迴歸模式分析 61
表4-15 生涯復原力對職涯滿足的迴歸模式分析 62
表4-16 生涯管理行為對職涯滿足的迴歸模式分析 63
表4-17 生涯自我效能對生涯管理行為的迴歸模式分析 64
表4-18 生涯復原力對生涯管理行為的迴歸模式分析 64
表4-19 生涯管理行為對生涯自我效能與職涯滿足之中介模型 65
表4-20 生涯管理行為對生涯復原力與職涯滿足之中介模型 66
表5-1 假設驗證結果彙整表 67

圖目錄
圖1-1 研究流程 3
圖2-1 自我效能覺察模式 6
圖2-2 職業調整模式 18
圖2-3 生涯自我管理循環模式 19
圖2-4 生涯自我管理之原因與結果模型 21
圖3-1 研究架構 35
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二、英文文獻
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