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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
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The thesis/dissertation has been browsed 5727 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


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