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學校名稱輔仁大學
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研究生(中)林宜賢
研究生(英)I HSIEN LIN
論文名稱(中)企業員工生涯規劃、生涯管理與職能內容認知關係之初探
論文名稱(英)An Exploratory Study on the Relationship among Career Planning,Career management and Competency Content Perception
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指導教授(中)吳秉恩
指導教授(英)Bing-en Wu
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關鍵字(中)生涯發展 職能內容認知 職能 紮根理論
關鍵字(英)The career development competency content perception competency Grounded Theory
摘要(中)隨著社會變遷、勞工意識的抬頭,過去資方的主導角色已漸漸轉變為員工相互抗衡的平衡狀態,「人」的重要性由之前的「費用」轉變成目前的「無形資產」,而透過社會學、心理學以及人力資源各項議題之相關研究,顯示出有形報酬已不再成為員工的唯一考量,而生涯停滯已經成為員工離職的一項重要原因之一,組織成長不只是有形資產、設備的增加,而是組織核心能力以及員工職能的同時提升。 透過研究動機與研究背景的初步探討,本研究彙整出三項研究目的,分別是探討職能認知與生涯發展的關係以及個案對於職能認知與生涯規劃、生涯管理配適情況,試圖推導出命題,最後探討出不同生涯階段與生涯導向職能的認知狀態。 本研究屬於探索性研究,研究方法以紮根理論作為分析工具,探討職能認知與生涯發展之相關性,並試圖歸納出研究命題。本研究以金融服務業以及高科技產業做為產業研究對象,並深度訪談不同生涯導向的十一位員工,透過紮根理論之三種不同編碼模式,整理出八項主要命題與三項發現。 研究結果發現,員工生涯規劃上的「環境分析」以及「目標訂定」與組織生涯管理的「生涯資訊」以及「績效評估」四構念會影響其認知型態以及獲取來源。而透過描述性統計,整理出不同產業與不同生涯階段員工職能重要性的狀況,數據顯示出不同產業以及不同生涯階段的員工其職能重要性存在差異性,但隨著生涯階段的演進,差異性將逐漸縮小,且認知也越趨向一致。 透過訪談,也發現社會網絡關係以及產業性質對生涯管理與職能認知的關係具有調節變項之關係,當社會網絡關係越強而產業裡制度越成熟時,生涯發展與職能認知的關係越強烈。
摘要(英)With the changes of society and the rise of the labor consciousness, the predominant role that possess by the employers have already changed to the equilibrium that matches mutually for the employee gradually, the importance of people become current" intangible assets" by previous" overhead" changes. With the related research of various subjects like sociology, psychology and the human resource, display only consideration that the having material incentive has already no longer more important and the career stagnation has already become one of important reasons that the employee quits. the growth of organization is not only the increment of tangible assets, equipment, but also the core competency and employee's competency at the meantime. With the initial study of the research motivation and the research background, this research compiles three research purposes. The first is the relation between competency content perception and career development. The second is the fitness among the competency content perception, career planning and career management, and try to inference propositions, and the last is to discuss the perception among different career stages and career anchors. This research is an exploratory study discussing the relation between competency content perception and career development, and trying to inference propositions, the research method base on the grounded theory. The research objects are financial servicing business and the high-tech industry, and the depth interviews with 11 employees of the different career anchors, with three kinds of dissimilar coding mode of the theories, concluding eight mainly propositions and three detections. With the results, we find that four constructions the "environment analysis," "target setting" of career planning and "career information" and" performance evaluation" of the organization career management will influence the competency content perception and the obtainment of the source. With the descriptive statistics, finalizing the condition among the different industry and the different career stages, the data displays the difference existing among the different industries and different career stages, but with the evolution of the career stages, the difference will shrink gradually, and the perception also inclines more consistently. With the interview, we find the interpersonal network and the industry complexion play a role of moderating variable, the stronger interpersonal network and more complete system are in industry, the stronger the relation between competency and career development
論文目次目 錄 第壹章 緒論 1 一、研究背景 1 二、研究動機 4 三、研究目的 7 四、研究流程 8 第貳章 文獻探討 9 一、職能定義與相關研究範疇 9 二、員工生涯與生涯循環 16 三、生涯發展系統 20 四、生涯發展與職能建構關係之關連性 31 五、生涯導向與生涯發展之關聯性 33 第參章 研究方法 35 一、研究架構 35 二、研究設計 36 三、研究對象與抽樣方法 39 四、工具設計 41 五、編碼結果以及構念說明 45 第肆章 個案發現與命題推導 51 一、「個人生涯規劃」與「職能內容認知」之相關性 51 二、「組織生涯管理」與「職能內容認知」之相關性 81 三、產業、生涯階段與生涯導向與職能重要性分析 95 四、其他研究發現 101 第伍章 結論與建議 106 一、結論與管理意涵 106 二、研究限制 114 三、未來研究建議 115 參考文獻 117 附錄一、第一次譯碼釋例 125 附錄二、第二次譯碼釋例 128 附錄三、訪談問卷 153 附錄四、封閉式問卷 156
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