| 摘要: | 隨著社會的變化，組織內優秀的員工對其個人的職涯發展上更傾向追求職涯成功，此亦被視為是個人在組織中自我實現的重要途徑，且當組織愈來愈重視人才，如何識別人才亦是組織中重要的議題。過去學術研究中常以員工的工作績效、職能、或員工的工作年資等變項來衡量其與員工職涯成功的關聯性。因此本研究採用未來導向的「潛能」為衡量指標來衡量員工的職涯成功，區別以過去導向衡量指標之研究。另外，研究組織行為時，須對個人要素與情境要素同時加以考量，也就是除了部屬的潛能之外，在強調主管與部屬之間的師徒關係的華人組織文化中，會因為主管與部屬師徒功能的好壞而影響部屬個人要素對職涯成功的影響。因此本研究除了探討潛能對員工職涯成功的關聯性外，也同時探討主管-部屬師徒功能在潛能對員工職涯成功的調節效果。
本研究透過問卷調查方式對台灣與大陸共 5 間企業進行調查，並設計以主管部屬配對的方式進行問卷的發放與回收，共回收 334 份有效配對樣本。研究結果發現，潛能對員工晉升力評分及職涯滿意度具有顯著影響效果；而師徒功能在潛能和員工晉升力評分以及職涯滿意度之間不存在正向調節效果。最後，透過後續的研究限制與建議，將提供未來研究學者之參考方向。;With the change of society, employees within the organization for its excellent personal career development tend to pursue career success, this also is regarded as an important way of personal self-realization in the organization, and when the enterprise pays more and more attention to talent, and how to identify talent is also an important topic in the organization. In the past, academic research often used job performance, job function, or employee’s job seniority variables to measure the relevance of employee career success. Therefore, this study uses the future-oriented "potential" as the index to measure the success of staff career to distinguish the difference between past oriented indexes. In addition, researching organizational behavior must to consider personal factors and situational factors at the same time, that is except the potential of subordinates, in emphasizing the relationship between the supervisor and the subordinate between the Chinese organizational culture, this will influence individual factors on career success as a result of the quality of supervisor to subordinate mentoring sponsorship. Therefore, except exploring and the relevance of potential to subordinate career success, this study also explores the effect of the supervisor-subordinate mentoring sponsorships in the potential of the subordinate career success.
This study investigates a total of 5 enterprises in Taiwan and Mainland China by questionnaire, collects and returns supervisor subordinate questionnaire, and collects a total of 334 samples. The result shows that the potential has a significant effect on the subordinate promotability career satisfaction; however, there is no positive adjustment between mentoring sponsorship and subordinate promotability and career satisfaction. Finally, this study will provide future scholars with reference through follow-up study limitations and suggestions. |
