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系統識別號 U0026-0812200911052334
論文名稱(中文) 組織生涯管理、員工個人生涯規劃、人格特質與工作滿意度之關聯研究
論文名稱(英文) The Relationships among Organizational Career Management, Individual Career Planning, Personality Traits, and Job Satisfaction
校院名稱 成功大學
系所名稱(中) 工業與資訊管理學系碩博士班
系所名稱(英) Department of Industrial and Information Management
學年度 92
學期 2
出版年 93
研究生(中文) 李俊杰
研究生(英文) Chun-Chieh Lee
學號 R3691409
學位類別 碩士
語文別 中文
論文頁數 66頁
口試委員 口試委員-史習安
口試委員-王泰裕
指導教授-李再長
中文關鍵字 工作滿意  人格特質  個人生涯規劃  組織生涯管理 
英文關鍵字 Organization Career Management  Individual Career Planning  Personality Traits  Job Satisfaction 
學科別分類
中文摘要   工作生活品質觀念的興起,使人們對工作的意義有更新的體認,生涯發展的概念逐漸受到重視,因而有組織生涯管理的設計產生。組織生涯管理的設計強調與員工共同負起責任,為雙方的成長努力,員工需建立自我反省的能力,積極規劃自我生涯以追求目標滿足之外,組織必須體認到員工在生涯上的需求,在制度面的設計與管理上為員工建構能長期發展的生涯環境,以回應員工在這方面的需求。本研究乃調查組織生涯管理制度實施情形以及員工個人生涯規劃情況對工作滿意程度之影響,並同時探討員工人格特質的個別性在此過程中所扮演的角色(探討員工個人的生涯規劃是否受其人格特質所影響以及對工作滿意的感受是否受其人格特質所影響)。

  本研究以天下1000大企業之員工為研究對象,並以問卷調查方式進行資料蒐集。爾後,以統計分析方法探討各變項間之關聯性,茲將本研究之研究結果條列如下:

1.人格特質乃解釋個人生涯規劃差異之重要因子,並非性別、年齡、教育程度、服務等人口特徵。
2.個人生涯規劃中,「生涯規劃」以及「生涯策略」二因素皆有助於員工本身工作滿意度的提升。組織生涯管理中,則以「生涯資訊」以及「生涯諮商」對工作滿意度具顯著正向性,而「一般人力資源」則無顯著影響。
3.須特別注意「一般人力資源與生涯策略的交互作用」以及「生涯資訊與生涯策略的交互作用」,其二交互作用將對內在工作滿意度有更一層的提升。
4.個人生涯規劃的情況會受人格特質所影響,而五大人格特質中,以「盡心性」、「外向性」及「情緒穩定性」為顯著。另外,人格特質本身亦會影響其對工作的滿意感受;而五大人格特質中,以「盡心性」及「外向性」有顯著的影響。
英文摘要   As the concept of the quality of work life springs up, people realize their work purport more deeply. And because the concept of career development is noticed, the organization career management is designed. The organization career management emphasizes the notion of the joint responsibility. Employees must make self- examinations and plan their own goals positively, and organizations must construct a long-term career environment to react to employees’ career demands. This research is to investigate the effects of organization career management, individual career planning on job satisfaction. Besides, this research also explores the role of personality during the process. We select the list of ranking 1000 outstanding Taiwan companies announced by the Commonwealth 1000-top special edition of Commonwealth Magazine as our sampling subjects and send questionnaires to them to collect data. After that, this study uses statistical methods to explore the relationships among all of them. The results of this study are as follows:

1.Personality is the critical factor to explain individual career planning, but population characteristics such as gender, age, educational degree, and seniority aren’t.
2.In the factors of individual career planning, both career planning and career tactics can help to raise job satisfaction; In the factors of organization career management, career information and career counseling have positive effects on job satisfaction, but management policies doesn’t.
3.It is necessary to notice the interaction between management policies and career tactics and that between career information and career tactics, because the two interactions can help to raise inner satisfaction additionally.
4.Personality can influence individual career planning, and among the Big-Five taxonomy, they are conscientiousness, extraversion, and emotional stability that influence it significantly. Besides, conscientiousness and extraversion among the Big-Five taxonomy also have positive effects on job satisfaction.
論文目次 誌謝----------------------------------------------------Ⅰ
中文摘要------------------------------------------------Ⅱ
英文摘要------------------------------------------------Ⅲ
目錄----------------------------------------------------Ⅳ
表目錄--------------------------------------------------Ⅴ
圖目錄--------------------------------------------------Ⅷ

第一章 緒論--------------------------------------------1
第一節 研究背景與動機----------------------------------1
第二節 研究目的----------------------------------------3
第三節 研究流程----------------------------------------4

第二章 文獻探討----------------------------------------5
第一節 生涯--------------------------------------------5
第二節 人格特質---------------------------------------16
第三節 工作滿意---------------------------------------19

第三章 研究方法---------------------------------------26
第一節 研究架構---------------------------------------26
第二節 變數之操作性定義-------------------------------27
第三節 研究假設---------------------------------------29
第四節 研究工具---------------------------------------29
第五節 研究對象與範圍---------------------------------31
第六節 資料分析方法-----------------------------------32

第四節 資料分析---------------------------------------34
第一節 回收樣本資料分析-------------------------------34
第二節 量表信度分析-----------------------------------35
第三節 各構面敘述統計分析-----------------------------37
第四節 人口特徵對個人生涯規劃之差異分析---------------39
第五節 不同人格特質集群對個人生涯規劃之差異分析-------40
第六節 組織特徵對組織生涯管理之差異分析---------------42
第七節 變數間之迴歸分析-------------------------------43
第八節 人格特質與個人生涯規劃之典型相關分析-----------49

第五章 結論與建議-------------------------------------51
第一節 研究結論---------------------------------------51
第二節 研究建議---------------------------------------55
參考文獻----------------------------------------------57
附錄一 本研究之問卷內容-------------------------------62
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