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系統識別號 U0026-0812200914151560
論文名稱(中文) 個人職業導向與對企業期望之關係探討
論文名稱(英文) The Research of Personal Career Anchors and Expectations Toward Enterprise
校院名稱 成功大學
系所名稱(中) 企業管理學系專班
系所名稱(英) Department of Business Administration (on the job class)
學年度 96
學期 2
出版年 97
研究生(中文) 李佳真
研究生(英文) CHIA-CHEN LEE
學號 r4795122
學位類別 碩士
語文別 中文
論文頁數 57頁
口試委員 指導教授-葉桂珍
口試委員-方士杰
口試委員-史習安
中文關鍵字 職業導向  工作特性  工作環境  主管領導風格 
英文關鍵字 Work Environment  Leadership  Career Anchors  Job Characteristic 
學科別分類
中文摘要 人力資源可說是企業不可或缺的資產,尤其是目前數位的時代,各種資訊的變動非常快速,如何找到適合企業的員工、讓員工適得其所並發揮所長,都是企業的重大議題。有些企業會在面試員工時為其進行性向測驗,以找出面試者的特質,但是除了探討人格特質外,企業還可以從面試者隱含的職業導向,來發掘出其潛意識中對於職業的意念,雙管齊下找出企業所需要的人才,以減少企業在訓練員工的時間或金錢成本。本研究以個人的職業導向為研究主軸,探討個人對於企業的期望(如工作環境、主管領導風格及工作特性)的差異性。
本研究分析蒐集樣本後,發現許多從業人員並不具有明顯的職業導向,或許是因為隨著時間的變遷,環境的不確定性變大,造成許多人未能有機會深切探討自身對於職業的概念;也或許是企業對於員工的職業訓練,未能讓員工從訓練中發掘自身的職業導向之故。
而最後的研究分析結果發現,安定導向者於工作環境、工作特性及主管領導風格之期望較管理導向、自主導向、開創導向及技術導向者為低,可能原因為安定導向者僅期望有份固定的工作,工作環境及主管領導風格對安定導向者並非考量重點所在。整體而言,各職業導向於工作特性期望較有顯著差異,如管理導向者於工作特性期望最高、而自主導向者則期望高度工作獨立性。各職業導向於工作環境及主管領導風格的期望無顯著差異。可能原因在於員工每天的任務就是工作,對於工作特性的感受度最深刻,因此在工作特性期望較工作環境及主管領導風格有顯著差異。
英文摘要 Human Resources are the indispensable assets of enterprises. There are many important HRM (Human Resource Management) issues, such as job analysis, employee recruitment, and performance evaluations. The recruitment of new employees is the most important issue for business nowadays. Some enterprises will examine the personality of their employees in order to find the right position for them. But there is another way for enterprises to find the right employees- to examine personal career anchor. By knowing the personality and career anchors of their employees, enterprises may reduce training costs. The purpose of this research is to find out the relationship between personal career anchor and the expectation from work.
Many employees were found to have no specific career anchor after analyzing the samples. It seems that uncertainty with society could cause a misunderstanding as to how employees perceive their true career anchors. Or perhaps businesses have no training courses for employees to find out their career anchors.
This research finds out those employees who have Stability Anchor have no distinct expectation from their working environment, job characteristics and leadership, because employees who have Stability Anchor just want to have a stable job. Working environment and leadership are not important concerns for them. Generally speaking, employees have different expectations from their jobs. The reason might be how the employees feel about their jobs.
論文目次 第一章 緒論 1
第一節 研究動機與目的 1
第二節 研究流程及論文內容 2
第二章 文獻探討 4
第一節 職業導向理論 4
第二節 管理與領導理論 9
第三節 工作特性 16
第四節 工作環境 18
第三章 研究方法 20
第一節 研究架構 20
第二節 變項之操作性定義與衡量方式 21
第三節 研究對象及抽樣方法 26
第四節 資料分析方法 29
第四章 研究結果 31
第一節 各研究變項之因素分析與信度分析 31
第二節 職業導向集群與變異數分析 35
第五章 結論與建議 46
第一節 研究結果說明 46
第二節 研究限制與建議 47
參考文獻 49
附錄一:問卷 54
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