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研究生:陳惠玲
研究生(外文):Chen,Hui-Ling
論文名稱:成就動機、職涯導向與工作績效三者之關聯性
論文名稱(外文):Associations among Achievement Motivation, Career Orientation and Job Performance
指導教授:陳儀蓉陳儀蓉引用關係
指導教授(外文):Chen,Yi-Jung
口試委員:陳儀蓉黃培文李威龍鄔蜀芳
口試日期:2013-07-12
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:2013
畢業學年度:101
語文別:中文
論文頁數:68
中文關鍵詞:成就動機職涯導向工作績效職業類別
外文關鍵詞:achievement motivationcareer orientationjob performancejob type
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  人才是組織最重要的資源,要找到好人才,同時使員工能在工作崗位上發揮所長,進而為組織創造績效,是現今企業愈來愈重視的問題。然而企業經常花費許多人力及成本進行招募甄選,結果卻不如預期。忽略了不同性質的職業,應該由符合該職業所需特質的人來從事,所以除了人才的專業知識之外,管理者如能善加運用員工的動機及職涯導向,進行招募甄選、人力配置及留才的參考依據,可望為組織創造更佳的績效。
  因此本研究主要探討成就動機、職涯導向及工作績效三者之間的關聯性,除探討成就動機與職涯導向及工作績效的關係,另以職業類別為調節變項,探討職涯導向對工作績效的影響。本研究以便利抽樣為調查方式蒐集資料,共取得完整且有效277份之配對問卷,經實證結果發現如下:
  1.成就動機對工作績效有正向影響。
  2.成就動機對管理型職涯導向有正向影響。
  3.職業類別對職涯導向與工作績效之關聯性具調節效果。
  People are the most critical resource of an organization. Cultivating ideal employees and challenging them to explore their potential and achieve organizational performance goals is essential in business. However, companies often waste resources on selecting employees and fail to achieve positive outcomes. But ignore different nature of the job, it should be by different nature of the people to engage. In addition to fostering professional knowledge, organizations perform optimally if a manager can employ the motivations and career orientations of the employees in recruitment selection and staffing to retain talent.
  In this study, we discuss the associations among achievement motivation, career orientation, and job performance. In addition to the relationship between achievement motivation and job performance and that between achievement motivation and career orientation, also examined the job type moderated the relationship between career orientation and job performance. By using convenience sampling, data were collected from 277 employees. The following results were obtained:
  (a) Achievement motivation positively affected job performance.
  (b) Achievement motivation positively affected managerial competence.
  (c) The job type had a moderating effect on the relationship between career orientation and job performance.
中 文 摘 要 i
英 文 摘 要 ii
誌 謝 iii
目 錄 iv
表 目 錄 v
圖 目 錄 vi
第一章 研究動機 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章 文獻探討 4
第一節 成就動機 4
第二節 職涯導向 7
第三節 工作績效 12
第四節 假設推導 15
第三章 研究方法 25
第一節 研究對象與程序 25
第二節 研究變項與衡量 27
第三節 資料分析方法 30
第四章 研究結果 31
第一節 描述性統計分析 31
第二節 信度分析 34
第三節 差異分析 36
第四節 相關分析 38
第五節 迴歸分析 41
第六節 研究假設之驗證結果 49
第五章 結論與建議 52
第一節 研究結論 52
第二節 研究限制與建議 57
第三節 理論與實務意涵 59
參考文獻 62
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三、網路資料
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