在儲備幹部 計畫 廣為兩岸企業採納 ，作 為重要 的領導與專業人才 培育與晉用 途徑之一時， 相關實證研究仍 多停留在 現象釐清層次，較少 從理 論觀點詮釋與解實務作法 ，以針對此一廣受企業採納地人才發展途徑進行更深入的分析 。
學術面， 學術面， 本研究 整合 資源基礎觀點、體制理論與自我效能， 資源基礎觀點、體制理論與自我效能， 資源基礎觀點、體制理論與自我效能， 資源基礎觀點、體制理論與自我效能， 資源基礎觀點、體制理論與自我效能， 資源基礎觀點、體制理論與自我效能， 訪談 金融業、 製造業、零售流通與專服務企共 製造業、零售流通與專服務企共 製造業、零售流通與專服務企共 25 家，儲備幹部、輪調主管與人資同仁共 ，儲備幹部、輪調主管與人資同仁共 ，儲備幹部、輪調主管與人資同仁共 ，儲備幹部、輪調主管與人資同仁共 ，儲備幹部、輪調主管與人資同仁共 計 23 人，根據 各企業導入儲備幹部 各企業導入儲備幹部 計畫 時的決策思維 與挑戰，分析提取出 挑戰，分析提取出 挑戰，分析提取出 挑戰，分析提取出 各項攸 關計畫運作成效的可能 關鍵議題 。研究發現， 企業必須體認所處產的制限。研究發現， 企業必須體認所處產的制限。研究發現， 企業必須體認所處產的制限。研究發現， 企業必須體認所處產的制限並妥善盤點運用組織內部體制資本與源，以期獲得計畫執行的效益最大化。 並妥善盤點運用組織內部體制資本與源，以期獲得計畫執行的效益最大化。 並妥善盤點運用組織內部體制資本與源，以期獲得計畫執行的效益最大化。 並妥善盤點運用組織內部體制資本與源，以期獲得計畫執行的效益最大化。 同時， 儲幹計畫執行的效益也將有所反饋，對企業在體制資本與源操作 運用上有所啟發。
實務面，本研究蒐集 與反省各主要產業 重要企業 的儲備幹部計畫 實務 作法 ， 歸納近年來企業執行儲幹計畫之挑戰，並提出可能的轉型與改善建議 ，作為實務 界優化 儲幹 計畫 實務暨提升人資運作績效之參考 。

“Management Associate Program” (MA program) is widely adopted as a critical approach to develop the leaders and professionals of the next generation. Nevertheless, Mandarin studies still focus on clarifying the phenomenon and is therefore less satisfied regarding with the theoretical perspectives.
Academically, this study intends to integrate Resource-based theory, Institutionalism, and Self-efficacy theory, while 25 enterprises’ and 23 interviewees’ data across finance, manufacture, retail, and professional service industry are collected to identify the critical issues in implementation process of MA program. The study summarizes that, the company must realize the institutional constrained faced from external environment, and advisably leverage its institutional capital and resource capital to maximize the rewards of MA program. Meanwhile, the company can be benefited from the effects of MA program which are insightful for company’s capital utilization.
Practically, the study collects and reflects the MA program practices of key players in various industries. The challenge for MA program and the potential transformation suggestions are proposed to enhance the effectiveness of MA program and overall human resource practices.

目錄
論文審定書 i
致謝辭 ii
中文摘要 iii
Abstract iv
圖目錄 vi
表目錄 vii
1 緒論 1
1.1 研究背景 1
1.2 研究動機 2
1.3 研究問題 3
1.4 研究流程 4
2 文獻回顧 5
2.1 儲備幹部計畫 5
2.2 資源基礎理論 12
2.3 體制理論觀點 16
2.4 資源基礎與體制理論整合觀點 18
2.5 自我效能理論 19
3 研究方法 22
3.1 研究方法 22
3.3 研究樣本 22
4 資料分析與研究成果 26
4.1 代表研究企業概述 26
4.2 資料分析 37
4.2.1 企業外部體制 37
4.2.2 企業內部體制 44
4.2.3 企業資源基礎 58
4.2.4 儲幹自我效能 71
4.2.5 儲幹計畫的挑戰與轉型 85
4.2.6 儲幹計畫的效益 94
4.3 研究成果彙整 102
5 結論與建議 104
5.1 研究結論與貢獻 104
5.2 研究限制與後續建議 105
附件一 訪談大綱 107
附件二 E公司儲幹訓練計畫表 109
參考文獻 114

中文部分
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房美玉，2002，儲備幹部人格特質甄選量表之建立與應用—以某高科技公司為例，未出版碩士論文。
范素玲，2012，連鎖餐飲業儲備幹部離職原因之探討—以某餐飲集團為例，未出版碩士論文。
樊樂正，2014，社會支持及組織社會化程度對組織承諾影響之研究：以新進儲備幹部為例，未出版碩士論文。
林進龍，2014，員工協助方案介入新進儲備幹部工作適應之行動研究，未出版碩士論文。
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鄭世婷，2004，儲備幹部管理才能發展制度之研究，未出版碩士論文。
孫弘岳，2009，儲備幹部計畫(MA Program)的許諾與失落。未出版網路論壇文章(http://blog.sina.com.tw/collinsuen/article.php?entryid=582620)。
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