Responsive image
博碩士論文 etd-0910112-102311 詳細資訊
Title page for etd-0910112-102311
論文名稱
Title
組織實施個人發展計劃與職務輪調對員工之工作滿意度關連性探討-以主管支持度與個人成長需求為干擾變數
The Effect of Individual Development Plan and Job Rotation on Job Satisfaction – the Moderation Role of Supervisor’s support and Personal Growth Need
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
76
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
2012-06-18
繳交日期
Date of Submission
2012-09-10
關鍵字
Keywords
工作滿意度、個人成長需求、主管支持、職務輪調、個人發展計劃
work satisfaction, personal growth need, supervisor support, job rotation, personal development plans
統計
Statistics
本論文已被瀏覽 5738 次,被下載 525
The thesis/dissertation has been browsed 5738 times, has been downloaded 525 times.
中文摘要
隨著產業經濟及時代的改變,組織內人才對工作的需求,將不只是滿足於領份薪水,而是進一步的希望可以隨著組織發展,多元培育符合自己興趣的能力。因根據商業周刊的調查,這幾年組織中的人事政策除了以往歷行實施的績效考核與評估,越來越多的公司也開始重視員工的職涯發展與培育,一些人才管理的政策,比如個人發展計劃,職務輪調,師徒制,職能模式,接班人計劃,等等也都在企業間大力推行。然而組織政策的推行與落實,還得配合員工的參與和認同。直屬主管的支持與否,個人的成長需求意願,是否會加強這類人力發展政策實施時的強度。若員工認同公司所實施的個人發展計畫與工作輪調,是否會提高工作滿意度?本研究透過問卷調查法的方式,以外商公司以及千大公司為主其有實施個人發展計畫與職務輪調的企業為研究對象,共回收150份問卷,回收率為98%,主要探討員工對公司實施個人發展計畫與職務輪調的認同高低是否會影響到工作滿意度,再來加入主管支持與個人成長需求這兩個干擾變項,來看是否對因個人發展計畫與職務輪調的認同高低所顯現工作滿意度有干擾效果,研究結果發現如下:
一、在個人發展計劃之職涯規劃對員工自主性滿意度有顯著正向影響。但主管支持無干擾效果。
二、個人發展計劃之職涯規劃,回饋,發展皆對員工知覺主管支持滿意度有顯著正向影響,但主管支持僅對個人發展計畫之發展有干擾效果。
三、組織實施個人發展計劃之職涯發展,與職務輪調之完善對員工外在滿意度有顯著正向影響,且主管支持有干擾效果。
四、組織實施職務輪調之完善對員工成就感滿意度有顯著正向影響,且主管支持度有干擾效果。
五、個人成長需求對個人發展計畫及職務輪調與工作滿意度之相關性皆無干擾效果。
Abstract
With the industrial economy and changing times demand for talent in the organization of work, employee would not only want the salary, but further hope to cultivate the ability to meet their own interest with organizational development. There are more and more companies also starting to focus on employee career development and nurturing of talent management policies, such as personal development plans, job rotation, mentoring, competency model, succession planning, and so on are also promoting inter-enterprise. However, the implementation of the organization's policies and implementation have to cooperate with the staff's participation and recognition. Employees identify with the company's personal development plan and job rotation, and whether it will improve job satisfaction? The questionnaire of this study were mainly to foreign companies as well as one thousand large companies for the study, 150 questionnaires were recovered, a recovery rate of 98%, and focuses on employees whether it will affect the company agree that the level of implementation of personal development plans and job rotation job satisfaction, come join competent support and personal growth needs two interference variables, whether due to personal development plans and job rotation the tone recognition revealed the level of work satisfaction interference effect, the findings were as follows:
1. Career planning have a significant positive impact on the autonomy employee satisfaction. But no interference effects supervisor support.
2.Personal development plan career planning, feedback, development, all employees perceived supervisor support have a significant positive effect on satisfaction, but interference effects supervisor support only for personal development plan.
3.The organization and implementation of the career development of personal development plans, improvement of job rotation have a significant positive effect on external satisfaction of employees and supervisor support interference effects.
4. Organization and implementation of the improvement of job rotation have a significant positive effect on satisfaction of employees a sense of accomplishment, and competent support interference effects.
5. Correlation personal development plan and job rotation and job satisfaction, personal growth needs are no interference effects.
Keywords: personal development plans, job rotation, supervisor support, personal growth need, work satisfaction
目次 Table of Contents
目錄
目錄 III
圖目錄 V
表目錄 V
第一章、緒論 1
第一節、研究背景與動機 1
第二節、研究目的 2
第三節、研究範圍與流程 2
第二章、文獻探討 4
第一節 工作滿意度 4
第二節、個人發展計劃 14
第三節、工作輪調 22
第四節、主管支持 26
第五節、個人成長需求 27
第三章、研究方法 30
第一節、研究架構與假設 30
第二節、研究變項的操作型定義與衡量方式 32
第三節、資料蒐集方法與樣本特性 36
第四節、資料分析方法 40
第四章、研究結果分析與討論 43
第一節、主要變數之信效度分析與迴歸分析 43
第二節、因果關係 49
第三節、干擾效果 49
第四節、研究假設檢定之結果整理 52
第五章、結論與建議 54
第一節、研究結論 54
第二節、管理意涵 57
第三節、研究限制與後續研究建議 59
參考文獻 60
中文部分 60
英文部分 61
附錄一、問卷內容 66


參考文獻 References
中文部分

余宜芳,2007,台積DNA,天下遠見出版股份有限公司,台北。
沈富鈞,2007,「實施多源評量成功因素、受評者接受知覺與受評者自我才能發展意圖關聯性之研究」,國立中央大學人力資源管理研究所碩士論文。
周日耀,2008,「員工對組織實施人才管理制度之認知與個人才能發展、離職傾向及生涯發展之關聯性探討 -以個人成長需求為調節變項」,國立中央大學人力資源管理研究所碩士論文。
林宜怡,2001,「組織職涯發展之程度對工作態度影響之探討」,國立中央大學人力資源管理研究所碩士論文。
徐淑琳,2001,「我國大學圖書館館員工作輪調之研究」,國立政治大學圖書資訊研究所碩士論文。
許士軍(民66),工作滿足、個人特徵與組織氣候-文獻檢討及實證研究,國立
政治大學學報,35 期,13-56 頁。
陳彩怡,2004,「工作輪調對社會網路利益、生涯成功與離職傾向關係之研究─以銀行從業人員為例」,私立銘傳大學國際企業管理研究所碩士論文。
張裕隆,1998,我國「管理才能評鑑工具」發展及信效度分析研究,國科會
專題研究報告。
黃先鋒、廖敏齡和周澤民,2005,「工作輪調、工作滿足與組織承諾相關性之實證研究」,人力資源管理學報,2005冬季號,第五卷第四期:107-129。
黃英忠,2001,現代管理學,四版,華泰事業股份有限公司,台北。
溫金豐,2001,「新進管理碩士的組織調適:組織社會化實務、工作經驗及成長需求強度的效應」,人力資源管理學報,2001秋季號,第一卷第二期: 39-56。
溫金豐,2005,「新進專業人員的組織社會化戰術與組織認同之關係:工作經驗與成長需求強度的干擾效應」,臺大管理論叢,第十五卷第二期:143-164。
蔡欣嵐,2001,「工作特性、人格特質與工作滿意度之關係-以半導體業為例」,國立中央大學人力資源管理研究所碩士論文。

蔡慶堂,2002,「主管管理才能評鑑360度回饋對受評者態度之影響因素探討–以在臺某外商化工廠為例」,國立中央大學高階主管企管碩士論文。

劉曉雯,2003,「管理職能模式及其評鑑系統之設計─以Z 公司為例」,國立中央大學人力資源管理研究所碩士論文。
謝安田,1991,人事管理,第六版,自行出版,台北。
英文部分
Adams,J.S.(1963). Toward an understanding of inequity. Journal of Abnormal and
Social Psychology.67. pp.422.436.
Alderfer,C.P.(1972).Existence Relatedness and Growth Need in Organizational
Setting. New York: The free press.
Arthur, F., & Lawrence, D. 1984. “A multivariate analysis of the determinants of job turnover”, Journal of Applied Psychology, 67(3): 250-360.
Becker, B. E. & Huselid, M.A. 1998. “High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications”, Research in Personnel and Human Resource Management, 16: 53-101.
Becker, T.E., & Klimoski, R.J. (1989). A field study of the relationship between the
organizational feedback environment and performance. Personnel Psychology,
42, 343-358.
Bennett, 2003. “Training Strategies for Tomorrow”, Bradford, 17(4): 7.
Cascio, W.F. (1995). Managing Human Resource. McGraw-Hill.
Couger, J. D., Motivators vs. 1988. “Demotivators in the IS Environment”, Journal of Systems Management, 39(6): 36-41.
Delaney, J. M., and Huselid, M. A. 1996. “The Impact of Human Resource Management Practices on Perceptions of Organizational Performance”, Academy of Management Journal, 39: 949-969.
Delery, J. E. and D. H. Doty. 1996. “Theoretical Frameworks in Strategic Human Resource Management: Universalistic, Contingency, and Configurational Perspectives.” Academy of Management Journal, 39(4): 802-35.
Fagenson, E. A. 1989. “The mentor advantage: perceived career/job experiences of protégés versus non-protégés”, Journal of Organizational Behavior, 10: 309-320.
Fleischmann, S.T. 2000. “Succession management for the entire organization”, Employment Relations Today, 27(2): 53-62.
Forbes, J. B., & Wertheim, S. E. 1985. “Promotion, succession, and career systems”, In Handbook of Human Resource Management, Eds.
Fox, S., & Dinur, Y. (1988). Validity of self-assessment: A field evaluation.Personnel
Psychology, 41, 581-592.
Gakovic, A., & Yardley, K. 2007. “Global Talent Management at HSBC”, Organization Development Journal, 25(2): 201-206, ABI/INFORM Global.
Garden, A. M. 1990. “Career Orientations of Software Developers in a Sample of High Tech Companies”, R&D Management, 20(4): 337-353.
Hackman, J. R., & Oldham, G. R. 1975. “Development of the Job Diagnostic Survey”, Journal of Applied Psychology, 60(2): 159-170.
Hackman, J. R., & Oldham, G. R. 1980. Work Redesign, Massachusetts: Addison-Wesley.
Hall, D. T. 1984. “Human resource development and organizational effectiveness”, In C. J. Fombrun, N. M. Tichy, & M. A. Devanna (Eds.), Strategic Human Resource Management, 159-181, New York: Wiley.
Hall, D. T. 1986. Career Development in Organizations, San Francisco: Jossey Bass Publishers.
Herzberg,F., Mansner,B.,& Snyderman,B.B.(1959).The Motivation to Work.
N.Y.:John Wiley& Sons,Inc.2nd Ed.pp.136-142.
Hoppock,R.(1935).Job satisfaction. New York: Harper.
Judge, T. A., Locke,E.A.,& Durham,C.C. (1998).Dispositonal effects on job and life
satisfaction: The role of core evaluations.Journal of Applied Psychology. 83. pp.
17-34.
Landy, F. & Farr, J. (1980). Performance Rating. Psychological Bulletin, 87, 72-107.
Lazear, E. 1998. Personnel Economics for Managers. New York: Wiley.
London, M. & Smither, J. 1995. “Can multi-source feedback change perceptions of goal accomplishment, self evaluation, and performance related outcome? theory-based application and directions for research”, Personnel Psychology, 48: 803-839.
London, M. 1985. Developing managers: a guide to motivating and preparing people for successful managerial careers, San Francisco: Jossey-Bass.
Longenecker, C.O., and Pinkel, G. 1997. “Coaching to Win At Work”, Manage, 48(2): 19-21.
Louis, M. L. 1980. “Surprise and sense making: what newcomers experience in entering unfamiliar organizational settings”, Administrative Science Quarterly, 25: 226-251.
Lublin, J. S. 1996. “An Overseas Stint Can Be a Ticket to the Top”, The Wall Street Journal, January 29: 49-53.
Lundy, O. 1994. “From Personnel Management to Strategic human Resource Management”, The International Journal of Human Resource Management, 5(3): 687-720.
Maslow,A.H.(1954). Motivation and personality. New York: Harper & Brothers Pub.
pp. 146-150.
Malinski, R. 2002. “Job Rotation in an Academic Library: Damned if You Do and Damned if You Don’t !”, Library Trends, 50(4): 673-680.
Marshall, A. 1949. Principle of Economics, 8th ed., New York.
Marshall. W.T. 1997. “How to succeed with management succession planning”, America’s Community Banker, 6(6): 20-27.
Matthew, Jr. T. 2004. Effective succession planning (organizational development), Defense AT & L.
McClelland,D.C.(1961).The achieving society.Princetion N.J.:Van Nostrand
Reinhold Co.
McConnell, C. R. 1996. “Succeeding with sucession planning”, Health Care Supervior, 15: 69-78.
McGill, M. & Slocum J. W. 1998. “A little leadership please? ”, Organizational Dynamics, 3: 39-49.
McLagan, P. A. 1980. “Competency Model”, Training & Development Journal, 34(12): 22-26.
McLagan, P. A. 1983. “Models for Excellent: The Result of the ASTD Training and Development Competency Study”, Training & Development Journal, 37(6): 10-20.
Newman,J.E.(1975).Understanding the organizational structure –job - attitude
relationship through perceptions of the work environment.Organizational
Behavior and Human Performance.14(3).pp.371.
O’Neil, A. D. and Hopkins, M. M. 2002. “The Teacher as Coach Approach: Pedagogical Choices For Management Educators”, Journal of Management Education, 26(4): 402.
Orpen, C. 1994. “The effects of organizational and individual career management on career success”, International Journal of Manpower, 15(1): 27-37.
Orth, C. D., Wilkinson, H. E., & Benfari, R. C. 1987. “The manager’s role as coach and mentor”, Organizational Dynamics, 66-74.
Palmer, B. 2003. “Maximizing Value From Executive Coaching”, Optimum Executive Coaching, 2(6): 26-29.
Parnes, H. S. 1984. People Power, Beverly Hills, CA: Sage Publications.
Parry, S. B. 1998. “Just what is a competency? And why should you care? ”, Training, Jun: 58-64.
Parsloe, E. 1995. Coaching, Mentoring, and Assessing, Revised Edition. London, Kogan Page.
Peterson, D. B., and Hicks, M. D. 1996. Leader as Coach, Minneapolis: Personnel Decisions.
Pfeffer, J. 1994. Competitive Advantage through People, Boston: Harvard Business School Press.
Phillips, S.D., Cairo, P.C., Blustein, D.L., and Myers, R.A. 1988. “Career Development and Vocational Behavior, 1987: A review”, Journal of Vocational Behavior, 33: 119-184.
PhillipsJones, L. 1983. “Establishing a Formalized Mentoring Program”, Training & Development Journal, 37(2): 38.
Pittenger, K. K. and Heimann, A. B. 2000. “Building Effective Mentoring Relationships”, Review of Business, summer: 38-42.
Popper, M., & Lipshitz, R. 1992. “Coaching on leadership”, Leadership and Organization Development Journal, 13: 15-18.
Porter,L.W.(1962).Job attitudes in management: Perceived deficiencies in need
fulfillment as a function of job level. Journal of Applied
Psychology.46.pp.375-384.
Porter,L.W.,& Lawler,E.E.(1968).Managerial attitudes & performance. Homewood:
Dorsey Press.
Prahalad, C. K., & Hamel, G. 1990. “The core competence of the corporation”, Harvard Business Review, 68(3): 79–91.
Ragins, B. R., & Scandura, T. A. 1999. “Burden or blessing? Expected costs and benefits of being a mentor”, Journal of Organizational Behavior, 20: 493-509.
Ragins, B. R., & Scandura, T.A. 1993. “The effects of sex and gender role orientation on mentorship in male -dominated occupations”, Journal of Vocational Behavior, 43: 251-265.
Ragins, B. R., Cotton, J. L., & Miller, J. S. 2000. “Marginal mentoring: The effects of type of mentor, quality of relationship, and program desing on work and career attitudes”, Academy of Management Journal, 43(6): 1177-1194.
Scandura, T. A., & Viator, R. 1994. “Mentoring in public accounting firms: An analysis of mentor-protégé relationships, mentoring functions, and protégé turnover intentions”, Accounting, Organizations, and Society, 19: 717-734.
Schein, E. H. 1978. “Career Dynamics: Matching Individual and Organizational Need”, Reading, Mass: Addison-Wesley.
Schmitt, S. D. 1997. “Succession planning – Charting your CU’s future”, Credit Union Executive, 37: 12-17.
Schuler, R. & Gaining, S. 1984. “Competitive Advantage Through Human Resource Management Practices”, Human Resource Management, 23(3): 241-156.
Schultz, T. W. 1960. “The formation of human capital by education”, Journal of Political Economy, 68: 571-583.
Seashore,S.E.,& Taber,T.D. (1975).Job satisfaction and their correlations. American
Behavior & Scientists.18.pp.346.
Sears, D. 2002. Successful Talent Strategies: Achieving Superior Business Results Through Market-Focused Staffing, American Management Association.
Sheibar, P. 1986. “Succession planning: Senior management selection”, Personnel, 63: 16-23.
Sinha,D.,& Sarma,K.C.(1962).Union attitudes and job satisfaction in Indian worker.
Journal of Applied Psycholgoy.46.pp.247-251.
Smith,P.C.,Kendall,L., & Hulin,C.L.(1969). The measurement of satisfaction in
work and retirement. Chicago:Rand McNally.
Vetter, E. W. 1984. “Succession Planning: Mastering the basics”, Human Resource Planning, 7(2): 94-99.
Vroom,V.H.(1964).Work and Motivation. New York:Wiley.
Waldman, D.A ,Atwater, L.E, Antonioni, D, (1998). Has 360 degree feedback gone a amok? Academy of Management Executive, 12(2):86-94
Wexley, K. & Latham, G. 1981. “Developing and Training Resources in Organizations”, Glenview, IL: Scott Foresmam.


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