臺灣博碩士論文加值系統

近年來，由於國人教育水準的提昇，再加上員工對自我的職涯期望度普遍的提高；但員工在組織內的職涯發展機會卻受限於組織層級結構的扁平化影響，使得組織內員工面臨了職涯停滯的問題。另外，當員工面對職涯停滯時，由於成長受到限制，進而會可能影響其在工作投入的結果。因此，在策略性人力資源管理領域中，組織如何藉由增進員工關鍵性技能、創造多且廣的職涯路徑等人力資源發展實務來幫助員工突破職涯停滯的狀態，儼然已成了人力資源發展的新挑戰。
據此，本研究旨在探討人力資源發展效能、職涯停滯與員工工作投入三者間的關係。本研究選擇以多重個案研究的方式，以製造業為研究母群，採取立意取樣，選取一家公營與三家高科技製造業公司為研究對象進行調查研究。共發放問卷470份，實際回收問卷374份，有效問卷回收率為79.6%。回收之有效問卷，採用描述性統計與階層多元迴歸等統計方法進行資料分析。根據實證分析結果， 獲致之主要結論如下：
(一)組織人力資源發展效能當中的「生涯發展」效能會提升員工對工作之投入。
(二)組織的人力資源發展效能當中的「生涯發展」與「組織發展」效能會降低員工職涯停滯的發生。
(三)職涯停滯中的「工作型停滯」會顯著的降低員工對工作的投入度。
(四)人力資源發展效能會透過工作型職涯停滯影響員工對工作之投入度。
最後，本研究依研究結果針對實務界提出具體的管理意涵，並提供後續研究者未來研究的參考方向。

In recent years, due to the improvement of people’s education level; the employees increased their career expectation natrually, however, the position or promotion changes which limited to the organizational structure have not increased relatively, and made the employee to fall into the career plateau. Moreover, in the field of strategic human resources management, how to maintain employee’s key ability and create a career path to help them to overcome the problem of career plateau has already become the new challenge of human resource development currently. Therefore, it is an important subject that what human resource development practice can offer better help to those who are in the career plateau period.
Above all, the main purpose of this study was to understand the impact of human resource development effectiveness and career plateau on job involvement. In order to achieve the research goal, we sent 470 questionnaires to four manufacturing companies in Taiwan, and 374 valid questionnaires were returned, the valid returned rate is 79.6%. Employed descriptive statistics and hierarchical multiple regression to analyze our data, we have obtained the following four conclusions:
1. “Career development” could significantly increase employee’s job involvement in all of the human resource development effectiveness.
2. “Career development” and ”organization develop” could significantly decrease employee’s career plateau.
3. “Job content plateauing” would significantly decrease employee’s job involvement.
4. The “job content plateau” has played the mediator role between the human resource development effectiveness and job involvement
Implication of the results and suggestions for the future researches are discussed in the end of this research.

目 錄
中文摘要 Ⅰ
Abstract II
目錄 Ⅲ
表目次 V
圖目次 VII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 研究範圍 5
第四節 研究流程 6
第五節 名詞釋義 8
第二章 文獻探討 9
第一節 職涯停滯 9
第二節 人力資源發展效能 24
第三節 工作投入 35
第四節 人力資源發展效能、職涯停滯及員工工作投入
之相關影響研究 48
第三章 研究方法 56
第一節 研究架構與假設 56
第二節 研究對象 58
第三節 研究工具 61
第四節 調查實施 71
第五節 資料分析 72
第四章 研究結果與討論 74
第一節 樣本描述 74
第二節 人力資源發展效能對工作投入之影響 78
第三節 人力資源發展效能對職涯停滯之影響 84
第四節 職涯停滯對員工工作投入之影響 91
第五節 職涯停滯在人力資源發展效能對員工工作投入關係間之中介效 96
第五章 結論與建議 100
第一節 研究主要發現 100
第二節 研究結論 105
第三節 研究建議 109
第四節 研究限制 115

參考文獻 117
附錄 131

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