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系統識別號 U0026-2712201904341300
論文名稱(中文) 千禧世代接班人發展課程之個案研究:以高科技製造業之Y工廠為例
論文名稱(英文) Development Program for Millennial Successors: A Case Study of Factory Y in High-Tech Manufacturing
校院名稱 成功大學
系所名稱(中) 企業管理學系碩士在職專班
系所名稱(英) Department of Business Administration (on the job class)
學年度 108
學期 1
出版年 108
研究生(中文) 陳欣謚
研究生(英文) Hsin-Yi Chen
學號 R47061115
學位類別 碩士
語文別 中文
論文頁數 143頁
口試委員 指導教授-王瑜琳
口試委員-賴賢哲
口試委員-李憲達
中文關鍵字 接班人  發展  軟技能  組織社會化  企業價值觀  組織認同 
英文關鍵字 successors  development  soft skills  organizational socialization  corporate value  organizational identification 
學科別分類
中文摘要   對於追求永續經營的企業而言,培養具備組織所需要的技能、知識與態度之員工,是極其重要的關鍵資源,尤其在知識密集的高科技產業,源源不絕的人才,決定了企業是否能在高度競爭的市場保有優勢。近年來國內外的研究,對於新進成員組織適應與角色調適的歷程有著諸多探討,但多數是透過觀察者角度,從組織適應或組織社會化的結果解釋與討論。本研究希望以實務參與者的角度,輔以既有的研究成果建置發展課程,透過一年期專案的規劃、執行、觀察與訪談,以培訓觀點由執行成果提出見解與建議。
  本研究以Y工廠因應組織發展而擴編招募的新進工程師為研究對象,探討其參與含有軟技能與企業價值觀訓練的接班人發展課程後之感受,以及對組織社會化與組織認同的影響。透過深度訪談的方式,對六位完訓的新進學員進行資料蒐集。研究結果發現,與實務工作連結度高的軟技能課程,較能獲得學員正面感受,也能協助學員獲取執行熟練度所需的資訊;其次,企業價值觀課程對學員並無明確的感受性,且與其組織認同度並無直接的關係,學員可以透過招募面談時,核對自身與企業價值觀的契合程度,也能透過工作環境中的耳濡目染而建立;最後,企業如能針對重點培養對象設計發展專案,將可帶來學員的正面感受,並提升其人際關係網絡的建立。
  本研究成果,可作為未來企業界在培養新進重點人員或特定對象時,設計專案與評量方式的參考。另外,未來執行此類專案或相關研究時,可增加客觀數據(如績效考核或滿意度調查)與主管、同儕的意見、或延長研究之期間,以獲得對研究對象更全面、更長期的資訊,判斷新進成員在組織社會化與組織認同的程度與影響因素,進而延伸探討組織留任具潛質人才之成效。

關鍵字:接班人、軟技能、企業價值觀、組織社會化、組織認同
英文摘要 To develop necessary skills, knowledge and attitude in employees and enable them to perform their duties effectively, it is a critical business issue the enterprises that pursue sustainable development faced, especially in high-tech manufacturing. In recent years, many researchers explored the process of organizational adaptation and role adjustment of newcomers, but most of them are discussed from organizational adaptation or socialization through the perspective of observers.
This case study aims to investigate how to create and implement the development program(program M) includes soft skills and corporate value training activities for millennial successors, and then measure their degree of organizational socialization and organizational identification within workplace.
Through interviews with 6 newly employed engineers who had already completed all training activities in program M, the results show soft skills courses that highly connected with practical work could bring the positive feeling to trainees, and also provide them with the information about performance proficiency; secondly, trainees have no feeling toward corporate value training activities, and there is no directly relevant to their organizational identification; finally, if the employer could arrange a program for the key talents, it will bring them positive feelings.
This study could be a reference for designing newcomers development program and evaluation methods in the enterprise. There’re some directions could be provided to future researchers, including involving more objective index, enlarging the scope of research objects, extending the period of research to verify the effect on the talent retention, etc.

Key words: Successors, Soft Skills, Corporate Value, Organizational Socialization, Organizational Identification
論文目次 摘要 I
Abstract II
致謝 V
目錄 VI
表目錄 VIII
圖目錄 IX
第一章  緒論 1
 第一節 研究背景 1
 第二節 研究動機 2
 第三節 研究目的 3
第二章  文獻探討 5
 第一節 軟技能(soft skills) 5
 第二節 組織社會化(organizational socialization) 7
 第三節 企業價值觀(corporate value) 11
 第四節 組織認同(organizational identification) 12
第三章  研究方法 14
 第一節 研究方法 14
 第二節 個案選擇 15
 第三節 資料蒐集與分析 16
第四章  個案呈現 19
 第一節 千禧世代接班人發展模組之建置 19
 第二節 軟技能課程對新進成員之影響 23
 第三節 企業價值觀課程對新進成員的影響 38
第五章  結論 60
 第一節 結論與討論 60
 第二節 實務意涵 65
 第三節 研究限制 68
 第四節 未來建議與發展 69
參考文獻 72
 中文文獻 72
 英文文獻 72
附錄 75
 附錄一:訪談逐字稿-A1 75
 附錄二:訪談逐字稿-A2 88
 附錄三:訪談逐字稿-A3 97
 附錄四:訪談逐字稿-A4 108
 附錄五:訪談逐字稿-A5 119
 附錄六:訪談逐字稿-A6 130
參考文獻 中文文獻
1. 程天縱(2019)。企業留才,必須從報到的第一天開始。吐納商業評論。取自https://tuna.press/?p=11447
2. 林文政(2013)。人力資源管理角色的演進。經理人月刊,101。
3. 李慶芳(2013)。質化研究之經驗敘說:質化研究的六個修煉,新北市:高立圖書
4. 程天縱(2017)。談企業的價值觀與文化。火箭科技評論。取自https://rocket.cafe/talks/85154
5. 溫金豐(2005)。新進專業人員的組織社會化戰術與組織認同之關係:工作經驗與成長需求強度的干擾效應。臺大管理論叢,第十五卷第二期,頁147-148。
6. 邱奕嘉(2012)。企業價值觀不只是公關。天下雜誌。取自https://www.cw.com.tw/article/article.action?id=5033265

英文文獻
1. Kim, S.H. (2003). Linking Employee Assessments to Succession Planning. Public Personnel Management, Winter 2003, 533.
2. The Insights Group Ltd. (2014). Building a Leadership Pipeline. White Paper, 1-2.
3. Dean, S.A. (1999). Soft Skills Needed for the 21st Century Workforce. Walden Dissertations and Doctoral Studies Collection, 4.
4. Skill (2019). In Merriam-Webster.com. Retrieved July 14, 2019, from https://www.merriam-webster.com/dictionary/skill.
5. Goleman, D., Boyatzis, R. & McKee, A. (2002). Primal Leadership: Realizing the Power of Emotional Intelligence. The Journal of Applied Christian Leadership, 2-2, 77.
6. Schulz, B. (2008). The Importance of Soft Skills: Education beyond academic knowledge. Journal of Language and Communication, June, 154.
7. Heckman, J. J. & Kautz T. D. (2012). Hard Evidence on Soft Skills. NBER Working Paper, June, 3.
8. Selznick, P. (1957). Leadership in Administration. Harper and Row, 55.
9. Kenny, G. (2014). Your Company’s Purpose Is Not Its Vision, Mission, or Values. Retrieved from https://hbr.org/2014/09/your-companys-purpose-is-not-its-vision
-mission-or-values.
10. Elkin, F. (1960). The child and society: the process of socialization. New York: Random House.
11. Van Mannen, J. & Schein, E. H.(1979). Towards a Theory of Organizational Socialization. Research in Organizational Behavior, 1, 209-264.
12. Jones, G. R.(1986). Socialization tactics, self-efficacy, and newcomers adjustment to organization. Academy of Management Journal, 29(2), 262-279.
13. Chao, G. T., O’Leary-Kelly, A. M., Wolf, S., Klein, H. J., Gardner, P. D.(1994). Organizational Socialization: It’s content and consequences. Journey of Applied Psychology, 79(5), 731-732.
14. Ashforth, B. E., Saks, A. M., Lee, R. L.(1998). Socialization and newcomer adjustment: The role of organizational context. Human Relations, 51(7), 897-926.
15. Feldman, D. C.(1981). The multiple socialization of organization members. Academy of Management Review, 6, 309-319.
16. Fisher, C. D.(1986). Organizational socialization: An integrative review. Research in Personal and Human Resource Management, 4, 101-145
17. Schein, E. H.(1968). Organizational socialization and the profession of management. Industrial Management Review, 9, 1-16.
18. Tajfel, H. & Turner, J. C.(1986). The Social Identity Theory of Inter-group Behavior. Psychology of Intergroup Relations, 7-24.
19. Miller, V. D., Allen, M., Casey, M. K., Johnson, J. R.(2000). Reconsidering the organizational identification questionnaire. Management Communication Quarterly, 13 (4), 626-658.
20. Marston, W. M.(1928). The Emotion of Normal People. London: K. Paul, Trench, Trubner & Co. Ltd.; New York: Harcourt, Brace and Company.
21. LinkedIn. (2019). 2019 Global Talent Trends Report. Retrieved from https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/global_talent_trends_2019_emea.pdf.
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