Responsive image
博碩士論文 etd-0703114-220052 詳細資訊
Title page for etd-0703114-220052
論文名稱
Title
專業職能廣度與職涯管理的關連性研究
The relationship between the breadth of professional competency and career management
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
69
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2014-06-19
繳交日期
Date of Submission
2014-08-03
關鍵字
Keywords
職能、職涯、職涯發展、職涯管理、專業職能
career, professional career, competence, career development, career management
統計
Statistics
本論文已被瀏覽 5764 次,被下載 741
The thesis/dissertation has been browsed 5764 times, has been downloaded 741 times.
中文摘要
從研究資料整理中,發現台灣目前職能的領域大多集中在某些特殊職務、管
理層級或是特定職能量表的建立上;對於職涯規劃的研究非常多,包括針對個人職涯發展的探討、個人職涯管理與組織職涯管理配合的探討,但對於在職涯發展的過程中,專業職能廣度如何發展並影響個人或組織,少有研究探討。
本研究收集相關文獻,藉由對專業職能與職涯發展的探討,讓雇主、員工及
未來員工(學生)對職涯發展及專業能力的關聯有更深遠的觀察。 並輔以訪談業界高階主管,了解實務上專業職能廣度對職涯發展的影響,期望發現一套對組織及個人職涯管理都實用的運作模式。根據研究結果顯示,多項專業有助於個人職涯發展,組織亦可透過工作輪調來培養儲備人才的跨功能專業職能。顯而易見的是,跨專業人才將成為未來職場的主要趨勢。
Abstract
Current studies around competence in Taiwan mostly focus on that in relation to certain skilled professions, management levels or the establishment of specific competence scales. There are many researches related to career planning, including individual career management and the combination of individual career management and organizational career management. However, there are few discussions regarding how the breadth of professional competence develops and influences individuals or organizations during career development.
This research collected data for each construct from various sources and provide a different viewpoint to employer, employees and future employees (students) with the relationship between career development and professional competence. Based on seveal interviews with managerial supervisors, this research hopes to provide a deeper investigation of how professional competence influence on career development and figure out a practical pattern for organization and invidual career management.
According to the research result, the characteristic of multi- professional
competencies would contribute to individual career management. And organizations could train and develop management associates’ cross-function professional competencies by job rotation.It is obvious that talents with multi- professional competencies will lead the trend in future work place.
目次 Table of Contents
學位論文審定書 ................................................................................................................................ II
論文摘要 .......................................................................................................................................... III
ABSTRACT ......................................................................................................................................... IV
LIST OF CONTENT .............................................................................................................................. VI
LIST OF FIGURE .................................................................................................................................VII
LIST OF TABLE ...................................................................................................................................VII
CHAPTER 1. INTRODUCTION ...................................................................................................... 1
1.1 RESEARCH BACKGROUND ...................................................................................................................... 1
1.2 RESEARCH MOTIVATION AND OBJECTIVE .................................................................................................. 3
1.3 FLOW CHART OF THE RESEARCH PROCESS ................................................................................................ 5
CHAPTER 2. LITERATURE REVIEW ............................................................................................... 6
2.1 THE DEFINITION OF COMPETENCY ........................................................................................................... 6
2.2 PROFESSIONAL COMPETENCY .............................................................................................................. 11
2.3 CAREER, CAREER DEVELOPMENT AND CAREER MANAGEMENT ................................................................... 16
2.3.1 The definition of career ........................................................................................................ 16
2.3.2 Career planing, Career development and Career management ........................................... 19
CHAPTER 3. RESEARCH METHODOLOGY ................................................................................... 26
3.1 RESEARCH FRAMEWORK ..................................................................................................................... 26
3.2 RESEARCH DESIGN............................................................................................................................. 27
3.3 CASE STUDY ..................................................................................................................................... 28
3.4 IN-DEPTH INTERVIEW ......................................................................................................................... 28
3.5 RESEARCH P ARTICIPANT ...................................................................................................................... 29
3.6 RESEARCH PROCEDURE ...................................................................................................................... 30
CHAPTER 4. ANALYSIS .............................................................................................................. 32
4.1 COMPANY INTRODUCTION .................................................................................................................. 32
4.2 ORGANIZAITON CHART ....................................................................................................................... 34
4.3 ANALYSIS ......................................................................................................................................... 36
CHAPTER 5. CONCLUSION ........................................................................................................ 42
5.1 RESEARCH FINDINGS .......................................................................................................................... 42
5.2 SUGGESTIONS ................................................................................................................................... 44
5.2.1 Suggestions for students ....................................................................................................... 44
5.2.2 Suggestions for employees ................................................................................................... 45
5.2.3 Suggestions for organization ................................................................................................ 45
VII
5.3 LIMITATION OF THE PRESENT STUDY....................................................................................................... 46
REFERENCES ..................................................................................................................................... 48
APPENDIX A: INTERVIEW QUESTIONS .............................................................................................. 52
APPENDIX B: INTERVIEW TRANSCRIPTION ....................................................................................... 53
LIST OF FIGURE
Figure 1-1 Research Process Flow ................................................................................. 5
Figure 2-1 Competency Iceberg ..................................................................................... 7
Figure 2-2 Cheetham and Chivers’srevised model of professional competence ......... 13
Figure 2-3 Career development system- Linking organizational needs with individual
needs ................................................................................................................. 24
Figure 3-1 Research Framework .................................................................................. 26
Figure 4-1 Corporation Organization Chart ................................................................. 34
Figure 4-2 Business Group Organization Chart ........................................................... 35
Figure 4-3 the difference between single profession and multi- profession ................ 37
LIST OF TABLE
Table 2-1 Comparasion of Traditional and Protean Career .......................................... 20
Table 2-2 Definition of Career Development .............................................................. 22
Table 3-1 Differences between Qualitative Research Method and Quantitave Research
Method .............................................................................................................. 27
Table 3-2 Background of Participants .......................................................................... 30
Table 5-1 Research Proposition ................................................................................... 43
參考文獻 References
1. Chinese literature
大前研一(2002),工作雞湯II
大前研一(2006),專業主義
能力雜誌,2013,2月號
呂宗析,π型人:職場必勝成功術
2. English literature
Arthur, M. B. (1994). The boundaryless career: A new perspective for organizational
inquiry. Journal of Organizational Behaviour, 15, 295-306.
Arthur, M. B., and Rousseau, D. M. 1996. “The Boundaryless Career as a New
Employment Principle,” in The Boundaryless Career, M. G. Arthur and D. M.
Rousseau (eds.), New York: Oxford University Press, pp. 3-20.
Arthur, M. B., & Rousseau, D. M. (Eds.). (1996). The boundaryless career: A new
employment principle for a new organizational era. New York, NY: Oxford
University Press.
Babin, B. & Zikmund, W. (2007), Essentials of marketing research, 3
rd
edition.
Baruch, Y. (2006). Career development in organizations and beyond: Balancing
traditional and contemporary viewpoints. Human Resource Management Review, 16,
125–138.
Baruch, Y., and Rosenstein, E. (1992). Career planning and managing in high-tech
organizations. International Journal of Human Resource Management, 3(3), 477–496.
Bolton, R., & Gold, J. (2004). Career Management: Matching the needs of individuals
with the needs of organizations. Personnel Review, 23(1), 6-24.
Boyatzis, R. E. 1982. The competent manager. New York: Wiley.
Brown, D. (2007). Career information, career counseling, and career development (9
th
ed.). Boston: Pearson.
Brown, D., & Brooks, L. (1990). Career choice and development. San Francisco, CA:
Jossey-Bass.
49
Campion, M. A., Cheraskin, L., & Stevens, M. J. (1994). Career-related antecedents
and outcomes of job rotation. Academy of Management Journa, 37, 1518-1542.
Cheetham, G & Chivers, G 1996, ‘Towards a holistic model of professional
competence’, Journal of European Industrial Training, vol.20, no.5, pp.20–30.
Cooper, D. and Schindler, S. (2003). Business Research Methods (7
th
ed),
McGraw-Hill, New York.
Frans van de Ven, 2007. Fulfilling the promise of career development: getting to the
“heart” of the matter. Organization Development Journal, 25(3), 45-50.
Ginzberg, M. J., and Baroudi, J. J. 1988. “MIS Careers—A Theoretical Perspective,”
Communications of the ACM (31:5), pp. 586-594.
Gonczi, A 1999, ‘Competency-based learning: A dubious past—An assured future?’ in
Understanding learning at work, eds D Boud & J Garrick, Routledge, London.
Gutteridge, T. G., Leibowitz, Z. B., & Shore, J. E., “Organizational Career
Development”, San Francisco:Jossey-Bass Inc., 1993, P2
Hall, D. T. (1976). Careers in organizations. Pacific Palisades, CA: Goodyear.
Hall, D. T. (1986), “An overview of current career development theory and practice”,
in Hall, D. T. (Ed.), Career Development in Organizations San Francisco, CA:
Jossey-Bass.
Hall, D. T. (Ed.). (1996). The career is dead, long live the career: A relational
approach to careers. San Francisco, CA: Jossey-Bass.
Haywood, B. G.(1993), “Career Planning and Development”, Hosp Materiel Manage
Q, V. 14, pp.42-48.
Hernadez, T. J. & Morales, N. E. (1999). Career, culture, and compromise: career
development experiences of Latinas working in higher education. The Career
Development Quarterly, 48(1), 45-48.
Jackson Jr, D. W.: Hollmann, T., & Gallan, A. S. (2006). Examining career
development programs for the sales force. Journal of Business & Industrial Marketing,
50
21(5), 291-299.
Kolb, D. 1984. Experiential learning. Englewood Gliffs, NJ: Prentice-Hal
Kuijpers, M. A. C. T.; Schyns, B., & Scheerens, J. (2006). Career competencies for
career success. The Career Development Quarterly, 55(2), 168-178.
Levinson, D. J. 1978. The Seasons of a Man’s Life, New York: Alfred A. Knopf.
Lovelock Ch.,& Wright, L. (2002). Principles of service marketing and management,
2
nd
ed. Uppe Saddle River: Prentice Hall.
McClelland, D. C. 1973. Testing for competence rather than for "intelligence."
American Psychologist, 1:1-14.
Morgan, G. 1988. Riding the waves of change: Developing managerial competencies
for a turbulent world. San Francisco: Jossey-Bass.
Mulder, M, Weigel, T & Collins, K 2007, ‘The concept of competence in the
development of vocational education and training in selected EU member states: A
critical analysis’, Journal of Vocational Education and Training,vol.59, no.1,
pp.67–88.
Noe, P. A., “Employee Training & Development”, New York: McGraw-Hill. 1998,
P290
Nordhaug, O. 1993. Human capital in organisation. Oslo: Scandinavian University
Press.
Page .C and Wilson (1994) Management Competencies in New Zealand. On the
inside looking in. Wellington. Ministry of Commerce. – 5
Prahalad, C.K. and Hamel, G. (1990) The core competence of the corporation,
Harvard Business Review (v. 68, no. 3) pp. 79–91.
Quingley, N. R., & Tymon Jr, W. G. (2006). Toward an integrated model of intrinsic
motivation and career self-management. Career Development International, 11(6),
522-543.
Schein, E. H. (1990). Career anchors: Discovering your real values (Rev ed.). San
51
Francisco, CA: Jossey-Bass.
Smith, T. & Sheridan, A. (2006). Organizational careers values versus boundaryless
careers: insight from the accounting profession. Journal of Management and
Organization, 12(3), 223-233.
Spencer, L.M and Spencer, S.G (1993). Competence at work: Models for superior
performance. New York: Wiley – 7
Strauss, A. L. & Corbin, J. (1990). Basics of qualitative research: Grounded theory
procedures and techniques. Newbury Park, CA: Sage Publications.
Sullivan, S. E. 1999. “The Changing Nature of Careers: A Review and Research
Agenda,” Journal of Management (25:3), pp. 457-484.
Super, D. 1957. Psychology of Careers, New York: Harper &Brothers.
Susan, S. D. (1996). The new story about job rotation. Academy of Management
Executive, 10(1), 86-88.
Swell, Meg (2007). “The use of qualitative in interviews in evaluation”, The
University of Arizona Tucson Arizona.
Tolbert, E. L. (1980). Counseling for career development (2
nd
ed.). Boston: Houghton
Mifflin.
Van Dam, K. (2004). Antecedents and consequences of employability orientation.
European Journal of Work and Organizational Psychology, 13, 29-51.
Van Maanen, J., and Barley, S. R. 1984. “Occupational Communities: Culture and
Control in Organizations,” in Research in Organizational Behavior,B. Staw (ed.),
Greenwich, CT: JAI Press, pp. 287-365.
von Krogh, G., Roos, J. (1996): Five Claims of Knowing. European Management
Journal, 14, 423-426.
Zunker, V. G. (2006). Career counseling: A holistic approach (7 ed.) Belmont, CA:
Thomson Brooks/Cole.
電子全文 Fulltext
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus: 已公開 available
校外 Off-campus: 已公開 available


紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 已公開 available

QR Code