本研究意欲探討組織中所提供的前程管理措施以及個人對於自身前程管理的策略，是否影響員工晉升的機會，並利用職場導師（Mentor）的協助作為干擾因子，來了解上述各變項的關係。
組織前程管理可分為四個層面，分別為潛能評估、接班人培育、人才發展與回饋，透過這些活動可增進員工知識，培養其擔任管理者的責任與能力，促進其晉升之可能性。
此外，員工個人的前程管理策略，可增進他們對於自身優勢與劣勢的了解，透過主動詢問績效表現，訂定合宜的工作目標，來增加個人在組織中表現的機會，以獲得職涯晉升的機會。
職場導師（Mentor）是在工作領域中，經驗較豐富且資深的前輩或主管，藉由職場導師的協助，如：指派能促進發展新技能的任務，明確的策略建議使達成組織目標，均可使員工有更多機會被公司賞識，在職涯上更易取得晉升的入場卷。因此，本研究認為在職場導師協助的影響下，會對於前程管理與晉升機會產生調節效果。
本研究以問卷調查法進行研究，回收有效問卷為225 份，以SPSS 進行實證分析，
研究結果如下所述：
1. 組織前程管理對員工晉升機會有正向的關係。
2. 個人前程管理對員工晉升機會有顯著的影響。
3. 職場導師的協助會對組織前程管理、個人前程管理以及員工晉升機會之間的 關係產生調節效果。

This study examines the relationship between career management and career advancement, and the moderating effects of mentoring support. Organizational career management practices (OCM) includes four dimensions (e.g. potential, feedback, succession, and development), which improve employees’ skills and abilities, prepare them for higher level responsibility within the organization and contribute to career advancement. In addition, individuals, who are willing to manage their careers, have better awareness of themselves, developing appropriate strategies (e.g. networking, self nomination, increase visibility) to attain the opportunities of career advancement.
Furthermore, mentoring support, such as providing challenging assignments, suggesting strategies for accomplishing work objectives, would enhance proteges’ networking strength, and increase their visibility to powerful decision maker within the organization. It may moderate the relationship career management and career advancement.
In this research, we use empirical data taken from 225 employees and through further data analysis we draw some research conclusions as follows.
1. The experiences of organizational career management facilitate the development of employees, and help them more realized their potential, which is related to career advancement.
2. Individual career management is positive related to career advancement.
3. Though hierarchical regression analysis, the results reveal that mentoring support is a moderator of organization career management, individual career management, career advancement.

Contents
List of Tables
List of Figures
Chapter 1 Introduction ...................................................... 1
1.1 Background .................................................................. 1
1.2 Purpose of the study ................................................... 5
Chapter 2 Literature review and conceptual development ....................................................................... 6
2.1 Career management .................................................. 7
2.2 Mentoring support ..................................................... 24
2.3 Career advancement ............................................... 28
2.4 The relationship between various construct ....... 30
Chapter 3 Methodology .................................................. 37
3.1 Conceptual framework ............................................ 37
3.2 Research hypotheses ............................................. 38
3.3 Questionnaire design .............................................. 39
3.4 Sampling procedure ................................................ 44
3.5 Analysis method ....................................................... 45
3.6 Factor analysis and validity analysis .................... 47
Chapter 4 Analysis and results .................................... 54
4.1 Descriptive statistics analysis ............................... 54
4.2 Pearson correlation coefficient ............................. 59
4.3 Hierarchical regression analysis ......................... 60
Chapter 5 Conclusion and suggestion ..................... 66
5.1 Research conclusion ............................................. 66
5.2 Managerial Implications ........................................ 69
5.3 Research limitation and future suggestion ....... 71
Reference ........................................................................ 72
Appendix: Survey Questionnaire(Chinese Version) ............................................................................ 77
List of Tables
Table 2-1 Dimension of OCM ...................................... 13
Table 2-2 Types of career strategies ......................... 20
Table 2-3 Dimensions of ICM ..................................... 22
Table 2-4 Dimension of mentoring support ............. 26
Table 3-1 Items of organizational career management .................................................................. 40
Table 3-2 Items of individual career management .................................................................. 41
Table 3-3 Items of mentoring support........................ 42
Table 3-4 Items of career advancement ................... 43
Table 3-5 Demographic of samples ......................... 44
Table 3-6 Result of factor analysis and reliability test for OCM ........................................................................... 47
Table 3-7 Result of factor analysis and reliability test for ICM ............................................................................. 48
Table 3-8 Result of factor analysis and reliability test for mentoring support .................................................. 50
Table 3-9 Result of factor analysis and reliability test for career advancement .............................................. 51
Table 3-10 The result of CFA ..................................... 52
Table 3-11 The results of discriminate validity analysis ........................................................................... 53
Table 4-1 Descriptive analysis for OCM .................... 54
Table 4-2 Descriptive analysis for ICM ...................... 55
Table 4-3 Descriptive analysis for mentoring support ............................................................................ 57
Table 4-4 Descriptive analysis for career advancement ................................................................. 58
Table 4-5 Pearson correlation coefficient ................ 59
Table 4-6 Moderating effects of mentoring support on the OCM and career advancement ........................... 61
Table 4-7 Moderating effects of mentoring support on the ICM and career advancement ............................. 64
Table 5-1 Results of hypothesis testing .................. 68
List of Figure
Figure 2-1 A Model of Career Management ................................................................... 8
Figure 2-2 Two dimensional model of career management ................................................................ 12
Figure 2-3 A model purposed by Kossek et al. (1998) ............................................................................ 18
Figure 2-4 A cyclical model of career self-management in organization .................................... 19
Figure 3-1 Conceptual Framework .................................................................... 38
Figure 4-1 Moderating effects of mentoring support on the development and career advancement
.......................................................................................... 62
Figure 4-2 Moderating effects of mentoring support on the networking and career advancement
.......................................................................................... 65

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