臺灣博碩士論文加值系統

台灣的高科技產業所需投入的人力資源非常龐大，工程師需要長時間的超時
工作已成了產業的常態，在長時間的加班後很容易影響工程師生涯之規劃，企業
應該要能夠掌握科技人才的動向，因而本研究再提出建議高科技產業如何留住人
才，令企業提昇競爭力之管理意函。
本研究採用質性研究方法，利用深度的訪談以取得料，並期達到三種目的:
一、台灣高科技產業之工程師面對常態性的超時工作加班對於生涯規劃有何影響?
二、影響高科技產業工程師超時工作之因素。三、提供企業在協助內部工程師適
時轉換工作型態以滿足到其生涯規劃之動機。
依據研究結果綜整六項命題:命題一:新進工程師在工時上付出愈多，與可獲
得之知識、經驗愈多有正向關係。資深工程師則無正向關係、命題二:工時上付出
愈多，與薪資報酬獲得愈多有其正向關係、命題三:新進工程師，在工時上付出愈
多與將來為獲得升遷機會而做準備無正向關係。資深工程師與高級工程師而則為
正向關係、命題四:新進工程師藉由超時工作迅速的累計工作能力與經驗並藉此開
拓人脈，不排除未來有自行創業的可能性，兩者有正向關係。資深工程師與高級
工程師則無正向關係、命題五:工時上付出越多，與產業之工作文化有正向關係、
命題六:工時上的付出，與可為自己在業界的口碑與形象豎立有正向之關係。
期望研究之結果與發現能夠協助台灣高科技產業適當運用人才，使企業在科
技人才管理上能夠發展出有效管理策略。

We invest a large number of human resources in the high-tech industry in Taiwan. It
has been a normalcy that the engineers work overtime and influences the career
planning of the engineers after a protracted overworking. The enterprises ought to
master the movement of technology elites, and therefore the purpose of this study is to
advise the high-tech industry that how to retain the elites and promote the
competitiveness of the enterprises.
This study adopts qualitative research, with the depth interview to get the data, and
expect to approach the triformed goals:
First, what’s the effect of the Taiwanese high-tech engineers’ career planning?Second,
the factors of the high-tech engineers’ overwork.Third, to provide a motive that the
enterprises help inner engineers with timely switch the career so that satisfy their
career planning.
According to the result and sum six theses:1. There are positively influences that the
more time the newcome engineers spend in working-hour, the more knowledge and
experience they obtain. But the senior engineers don’t. 2. The more you spend in
working-hour, the more salary you gain is a positively influences. 3. Not the newcomer
v
but the senior and high engineers are positively influences between overwork and
promotion. 4. The newcome engineers accumulate abilities and experiences by
overworking, and therefore have business connection, including the possibility of a
entrepreneur in the future. But the senior and high engineers don’t. 5. There are
positive relationship between paying more working hour and the culture of the industry.
6. The contribution of working hour is related to enlarging the reputation and image in
the field.
Expecting that the result and discovery of the research are able to assist the Taiwanese
high-tech industry to make use of elites properly, and the enterprise could develop an
effective strategy management on the talents administration.

書名頁....................................................................................................................................... i
審定書...................................................................................................................................... ii
中文摘要................................................................................................................................. iii
英文摘要................................................................................................................................. iv
誌謝......................................................................................................................................... vi
目錄........................................................................................................................................ vii
表目錄..................................................................................................................................... ix
圖目錄.......................................................................................................................................x
第一章 緒論............................................................................................................................1
第一節 研究背景與動機...............................................................................................1
第二節 研究目的............................................................................................................8
第三節 研究步驟與流程...............................................................................................9
第二章 文獻回顧...................................................................................................................11
第一節 高科技產業特性.............................................................................................11
第二節 生涯規畫之影響與價值觀.............................................................................12
第三節 理論探討..........................................................................................................15
第三章 研究方法..................................................................................................................24
第一節 研究設計..........................................................................................................24
第二節 研究對象與範圍.............................................................................................25
第三節 訪談大綱..........................................................................................................26
第四章 訪談與資料分析......................................................................................................27
第一節 研究情境..........................................................................................................27
第二節 訪談資料整理與分析.....................................................................................28
第三節 研究發現..........................................................................................................35
第五章 結論與建議..............................................................................................................39
第一節 研究結論..........................................................................................................39
第二節 管理意涵..........................................................................................................42
第三節 研究限制..........................................................................................................44
viii
第四節 研究建議..........................................................................................................44
參考文獻.................................................................................................................................46
附錄一 訪談大綱...................................................................................................................48
附錄二 訪談內容彙整...........................................................................................................49

一、中文部份
1. 白景文(1999)。高科技公司人力資源管理型態，Hogan 人力資源網。
2. 任林軍、趙領娣(2008/09)。基於工資收入影響的企業員工超時加班決定，管理科學與統
計決策， 5(3)。
3. 李鴻文、潘鴻文(2007/09)。高科技產業個人生涯規劃、組織生涯管理對海外派遣意願關
係之研究，管理實務與理論研究，1(3)。
4. 李再長、李俊杰、曾雅芬(2005/03)。大型企業組織生涯管理、個人生涯規劃、個人人格
特質、工作滿意度之關連研究，人力資源管理學報，5(1)。
5. 徐嘉惠(2009)。超時工作動機、認知與超時工作行為之研究-以知識工作者為例，國立
中山大學人力資源管理研究所碩士論文。
6. 黃玟娟(2002)。性別與技術M台灣晶圓廠之技術勞動體制，東海大學社會學研究所博士
論文。
7. 黃秉德(2000)。華人傳統價值觀與組織行為之關係:以台灣資訊電子業研發人員為例，本
土心理學研究，台灣，(14)，115 – 153。
8. 詹昭雄(2007/05)。台灣高科技業全品質經營力關鍵要素，品質月刊， 43(5)。
9. 嚴稽文(2007)。南京林業大學學報，人文社會科學版，7(3)，60 – 65。

二、英文部分
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Journal of Product Innovation Management, 11, 381–396.
2. Cooper, R. G. and Kleinschmidt, E. J. (1994). Benchmarking the firm’s critical success
factors in new product development. Journal of Product Innovation Management, 12,
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Management,38(5),49-57.
4. Chen, H. M., &; Wan, T. H., and Wang, Y. M. (1999/08/01). The Relationship between
Career Orientation and Performance of R&;D Professionals in Taiwanese High-tech Firms，
Pan-Pacific Management Review,3(1).
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6. Hood, J. &; Banathy, L. V. (1972). Career Process. New York : Macmillan.
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Vocational Behavior, 65, 112-133.
8. King, Z. (2004). Career self-management: Its nature, causes and consequences. Journal of
Vocational Behavior, 65, 112-133.
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Paper series.
11. Michael, J., &; Lawson, L. (2000). How can you help yourself accept change in their
jobs.Wood Technology, 127(6), 68-70.
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13. Pinder, Craig C. (1984). Work motivation: Theory, issues, and applications.365.
14. Pazy, A. (1988). Joint Responsibility. The relationships between organizational and
individual career management and the effectiveness of careers. Group &; Organizational
Studies, 13(3), 311-331.
15. Shanklin, W. L., &; Ryabs Jr. (1984). Organizing for High-Tech Marketing, Harvard
Business Review.
16. Sherman, P. M. (1982). Strategic Planning for Technology Industries. Addison-Wesley
Publishing Co.
17. Vroom, VH. (1964). Work and motivation. New York: Wiley , 331.
18. Hall, D. T. (1986). Careers Development in Organizations. San Francisco, CA: Jossey-Bass