臺灣博碩士論文加值系統

組織是由一群人組合而成的，在一個企業體中，如果缺少了「人」，則該企業就會停「止」運作，所以，「人」是組織的根本，而當組織內的每一個人，認為他在事業生涯獲得滿足或成功的比例愈高時，則該組織成功的可能性就相形愈高。因此，組織要達成目標或完成使命，組織成員的職涯滿足程度就是一個非常重要的指標。
本研究旨在探討組織成員的主動人格特質、知覺組織支持、生涯自我管理與職涯滿足的關係。本研究以主動人格特質、知覺組織支持為自變項，職涯滿足為依變項，探討其間的關係；並進一步將生涯自我管理視為主動人格特質、知覺組織支持與職涯滿足間的中介變項，以瞭解各變項間的關係。本研究以各事業單位的組織成員為對象，以問卷調查方式進行研究，問卷發放採便利抽樣方式。在資料分析上，本研究採用信度分析、因素分析、單因子變異數分析、相關分析、迴歸分析及路徑分析來檢驗主動人格特質、知覺組織支持對職涯滿足的關係與影響力；並以生涯自我管理作為中介，是否對職涯滿足有顯著的影響。
本研究研究結果顯示：(一)主動人格特質對職涯滿足有顯著正向影響；(二)知覺組織支持對職涯滿足有顯著正向影響；(三)生涯自我管理對職涯滿足有顯著正向影響；(四)主動人格特質對生涯自我管理有部分顯著正向影響；(五)知覺組織支持對生涯自我管理有部分顯著正向影響；(六)生涯自我管理對「主動人格特質與職涯滿足間之關係」具有完全中介效果；(七)生涯自我管理對「知覺組織支持與職涯滿足間之關係」具有部分中介效果。
依據上述研究結果，本研究提出以下建議：(一)企業界方面：加強工作條件與環境的改善、提供教育訓練發展組織成員的新技能、提升薪酬或福利水準、推動員工協助方案(EAP)、辦理急難救助或貸款、推行健康管理計劃、增設溝通管道、推動師徒導師制度；(二)組織成員方面：多與工作領域裡的人建立關係、多注意並詢問自我績效表現與回饋、積極參與專案工作，適時要求輪調轉換工作等。

Organizations are comprised of people. Corporations will stop operating while lacking of people, therefore, people are the foundation of an organization. The more employees’ carer satisfaction attains, the more the organization would succeed. Consequently, the extent of employees’ career satisfaction becomes a very important indicator in order to fulfill an organization’s goals or missions.
This study explores the relationship among employees’ proactive personality, perceived organizational support, career self-management, and career satisfaction. The independent variables of this study are proactive personality and perceived organizational support; the dependent variable, career satisfaction. In addition to explore the relationship between independent variables and dependent variable, this study further explores the mediating effect of career self-management on the relationship between proactive personality, perceived organizational support and career satisfaction to understand the relationships between variables. The data were randomly collected from employees of business units. This study, via statistical analyses, examines the impact of proactive personality and peceived organizational support on career satisfaction, and investigates how career self-management, as a mediator, influences career satisfaction.
The findings indicate, first, proactive personality has significant and positive influence on career satisfaction. Second, perceived organizational support has significant and positive influence on career satisfaction. Third, career self-management has significant and positive influence on career satisfaction. Fourth, proactive personality has partial, significant and positive influence on career self-management. Fifth, perceived organizational support has partial, significant and positive influence on career self-management. Sixth, career self-management has full mediating effect on the relationship between proactive personality and career satisfaction. Seventh, career self-satisfaction has partial mediating effect on the relationship between perceived organizational support and career satisfaction.
Based on the research findings, this study proposes the following suggestions. First, for the corporations, improve the working conditions and environment, provide training programs and develop employees’ new skills, promote compensation and benefits, advance Employee Assistance Programs, offer emergent assistance or loan, implement health care programs, establish communication channel, and develop mentoring system. Second, for the employees, build relationship with the colleagues, inquire and pay attention to self-performance and feedback, actively involve in project, and ask for job rotation, etc.

目 錄
頁次
中文摘要............................................................Ⅰ
英文摘要............................................................Ⅱ
目錄 ...............................................................Ⅳ
表目錄..............................................................Ⅵ
圖目錄..............................................................Ⅷ
第一章 緒論..........................................................1
第一節 研究背景與動機.............................................1
第二節 研究目的...................................................2
第三節 研究流程...................................................3
第二章 文獻探討......................................................5
第一節 主動人格特質...............................................5
第二節 知覺組織支持..............................................13
第三節 生涯自我管理..............................................24
第四節 職涯滿足..................................................33
第五節 各研究變項之關係..........................................38
第三章 研究方法.....................................................42
第一節 研究架構..................................................42
第二節 研究假設..................................................43
第三節 研究變項的操作性定義與衡量方法............................43
第四節 資料分析方法..............................................48
第五節 資料蒐集方法與樣本特性分析................................50
第六節 各研究構面之因素分析與信度檢定............................53
第四章 實證分析.....................................................62
第一節 各研究變項之描述性統計分析................................62
第二節 不同個人屬性在各研究變項上之差異性分析....................63
第三節 各研究變項間之相關性分析..................................78
第四節 各研究變項之影響性分析與探討..............................82
第五節 生涯自我管理的中介效果分析與探討..........................87
第五章 結論與建議...................................................91
第一節 結論......................................................91
第二節 管理實務建議..............................................98
第三節 研究限制.................................................102
參考文獻...........................................................103
中文部份........................................................103
英文部份........................................................104
附錄: 調查問卷.....................................................110

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