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系統識別號 U0026-0812200913402521
論文名稱(中文) 組織生涯管理與生涯自我管理之關聯性研究-以台灣高科技產業為例
論文名稱(英文) Exploring the Relationship between Organizational Career Management and Career Self-Management-An Empirical Study of the High-Tech Industry in Taiwan
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 95
學期 2
出版年 96
研究生(中文) 陳英奇
研究生(英文) Ying-Chi Chen
學號 r3694112
學位類別 碩士
語文別 英文
論文頁數 80頁
口試委員 口試委員-王泰裕
口試委員-黃宇翔
指導教授-李再長
中文關鍵字 組織生涯管理  生涯自我管理  心理契約  勞雇關係  知覺組織支持 
英文關鍵字 Organizational Career Management  Career Self-Management  Psychological Contract  Perceived Organizational Support  Employment Relationship 
學科別分類
中文摘要 近年來,生涯管理的重心已經由組織逐漸移轉至個人身上,這使得學者更為重視生涯自我管理的相關研究。在新興的生涯環境中,雇主不再擔負起為員工管理其生涯的責任,取而代之的是員工應該主動投入選擇、計畫、評估自己的生涯以達成自我的生涯目標和結果。然而,當個體從事生涯發展時仍不能忽略組織生涯管理活動所帶來的影響。
隨著裁員、合併、再造等議題持續對企業造成影響,組織內部的勞雇關係也被重新定義。心理契約及知覺組織支持是兩個最常被用來解釋員工和雇主之間交換及互動關係的架構,經由結合這兩種理論基礎將能更完整了解勞雇關係的變化。
為了能更清楚地認識當代的生涯管理活動,本研究將透過心理契約和知覺組織支持的整合觀點來探討組織生涯管理與生涯自我管理之間的關聯性。本研究採取問卷之形式,以台灣高科技產業員工為研究對象,並且進行後續的資料分析。茲將本研究之研究結論分述如下:

1. 組織生涯管理對員工心理契約履行及知覺組織支持有顯著影響。
2. 組織生涯管理,心理契約履行及知覺組織支持皆對員工生涯自我管理有顯著影響。
3. 心理契約履行對知覺組織支持有顯著影響。
4. 心理契約履行及知覺組織支持皆對組織生涯管理與生涯自我管理之關聯性產生中介效果。
英文摘要 Recently, the core of career management is gradually shifting from the organization to the individual which causes researchers have paid more attention to the related study of career self-management. In the new career environment, employer can no longer afford the responsibility of managing their employees’ careers, and the tendency is that employees should engage themselves in selecting, planning and evaluating their own careers to achieve personal goals and outcomes. However, organizational career management can not be ignored when developing one’s career.
As the corporate is continuously influenced by the issues of layoffs, mergers, acquisitions and restructuring, the employment relationship is also redefined. Two of the most common constructs used to explain the exchanges and interactions between employee and employer are psychological contract and perceived organizational support. Through integrating these two theorems would provide a more complete understanding about the changes in the employment relations.
In order to more realize the contemporary career management, this study explores the relationship between organizational career management and career self-management through an integrative perspective of psychological contract and perceived organizational support. Questionnaire is used to collect data from employees of high-tech industry in Taiwan and through further data analysis we draw some research conclusions as follows.

1. Organizational career management has significant impact on psychological contract fulfillment and perceived organizational support.
2. Organizational career management, psychological contract fulfillment and perceived organizational support all have significant impact on career self-management.
3. Psychological contract fulfillment has significant impact on psychological contract fulfillment and perceived organizational support.
4. Both psychological contract fulfillment and perceived organizational support will mediate the relationship between organizational career management and career self-management.
論文目次 摘要 I
Abstract II
致謝 III
Contents IV
List of Tables VII
List of Figures IX
Chapter 1 Introduction 1
1.1 Research background and motivation 1
1.2 Research objectives 3
1.3 Research procedure 3
Chapter 2 Literature Review 5
2.1 Organizational career management 5
2.1.1 The definition of organizational career management 6
2.1.2 The dimensions of organizational career management 6
2.1.3 Summary 8
2.2 Perceived organizational support 8
2.2.1 The definition of perceived organizational support 9
2.2.2 Organizational support theory 9
2.2.3 The dimensions of perceived organizational support 11
2.2.3 Summary 11
2.3 Psychological contract 11
2.3.1 The definition of psychological contract 12
2.3.2 The components of psychological contract 13
2.3.3 Psychological contract theory 15
2.3.4 The dimensions of psychological contract 17
2.3.5 Summary 18
2.4 Career Self-management 18
2.4.1 The definition of career self-management 19
2.4.2 The model of Career self-management 19
2.4.3 The dimensions of career self-management 23
2.4.4 Summary 24
2.5 The relationships among dimensions 25
2.5.1 OCM and PC fulfillment 25
2.5.2 OCM and POS 25
2.5.3 POS and PC fulfillment 26
2.5.4 PC fulfillment and career self-management 28
2.5.5 POS and career self-management 28
2.5.6 OCM and career self-management 29
2.5.7 Summary 30
Chapter 3 Research Methodology 31
3.1 Conceptual framework 31
3.2 Research hypotheses 32
3.3 Questionnaire design 33
3.4 Sample selection 36
3.5 Analysis method 38
Chapter 4 Data Analysis Results 39
4.1 Pre-test and Questionnaire retrieval 39
4.2 Descriptive statistics analysis 40
4.3 Factor analysis 41
4.3.1 Organizational career management 42
4.3.2 Perceived organizational support 43
4.3.3 Psychological contract fulfillment 43
4.3.4 Career self-management 44
4.4 Reliability test 45
4.4.1 Organizational career management 46
4.4.2 Perceived organizational support 46
4.4.3 Psychological contract fulfillment 47
4.4.4 Career self-management 47
4.5 Regression analysis 48
4.5.1 The effect of OCM on PC fulfillment 48
4.5.2 The effect of OCM on POS 50
4.5.3 The effect of PC fulfillment on POS 51
4.5.4 The effect of PC fulfillment on career self-management 53
4.5.5 The effect of POS on career self-management 54
4.5.6 The effect of OCM on career self-management 56
4.6 The mediating effect of PC fulfillment and POS 57
4.7 Summary of hypotheses examination 62
4.8 Discussion of results 64
4.8.1 The relationship between OCM and PC fulfillment 64
4.8.2 The relationship between OCM and POS 65
4.8.3 The relationship between PC fulfillment and POS 65
4.8.4 The relationship between PC fulfillment and career self-management 66
4.8.5 The relationship between POS and career self-management 66
4.8.6 The relationship between OCM and career self-management 67
Chapter 5 Conclusions and Suggestions 68
5.1 Research conclusions 68
5.2 Limitations 69
5.3 Suggestions 70
5.4 Suggestions for Future Work 71
References 72
Appendix: Questionnaire 78
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