臺灣博碩士論文加值系統

如何內部舉才、留住人才是企業維持競爭力的一大課題，本研究以封測製造業A公司為例，探討及驗證管理職能發展方案成效對管理職能的影響，進而了解管理職能對工作績效的影響，期望這一有效性驗證能夠帶給企業界不同的思維，也為人資夥伴提供一展現價值的方向。
再者，過去研究者多數針對管理職能發展對組織績效的影響進行探討，少有研究者從Noe (1999) 所提出的四種管理職能發展活動的方法來探討對個人績效的影響。而在績效影響的探討，過去研究者也較偏重短期的績效，較乏長期的觀察及探討，故本研究以管理職能發展方案成效為自變項，管理職能(領導管理、人際溝通、業務執行及問題解決等能力)為中介變項，工作績效(個人半年考核、個人績效排序列等、部門管理績效)為依變項探討此三者的關係。另外，以個人屬性為控制變項，以自我效能為干擾變項，探討管理職能發展方案成效與工作績效之間的關係。透過文獻的探討、個案公司次級資料的蒐集、自我效能問卷調查以及資料統計分析(變異數分析、t檢定、一般迴歸、複迴歸及層級迴歸分析)的結果，發現如下：
1.管理職能發展方案成效對管理職能有正向的影響
2.部份管理職能變數對工作績效有正向的影響
3.管理職能對管理職能發展方案與工作績效間的中介效果並不顯著
4.自我效能不會干擾管理職能發展方案成效與工作績效間的關係

It is a key topic for industries about how to find talents and how to retain them. This study takes a semi-conductor assembly & test engineering Inc. as a case to explore and verify how well talent development program effect will influence managerial competency, and how well managerial competency will influence performance. Hopefully, this study will bring industries a different mindset, and bring HR professional a new way.
Moreover, most of former explorers studied the influence between managerial competency development and organizational performance. Few of them studied personal performance per Noe’s four managerial competency development activities. Concerning performance study, most of former explorers focused on performance in short term without longterm investigation.
Therefore, this study takes talent development program effect as the independent variable, managerial competency as media variable, and performance as the dependent variable to study the relationships among them. Furthermore, this study takes self-efficacy as moderator variable when all characteristics were under controlled to study the relationship between talent development program effect and performance. After the study of literatures, the collection and analysis of data of case company, we have found the results as below.
1.Talent development program effect has positive influence on managerial competency.
2.Partial competency variable has positive influence on performance.
3.It is not obvious that the media effect of managerial competency between talent development program effect and performance.
4.Self-efficacy does not interface the relationship between talent development program effect and performance.

第一章 緒論………………………………………………………………….……1
第一節 研究背景與動機………………………………………………….……1
第二節 研究目的……………………………………………………………….3
第三節 研究流程與研究步驟………………………………………………….4
第二章 文獻探討…………………………………………………………….…...6
第一節 管理職能……….…………………………………………...…….……6
第二節 管理職能發展方案成效………………………………………….…..11
第三節 工作績效………………………………………………………….…..31
第四節 管理職能、管理職能發展方案成效與工作績效間關係的探討…...35
第五節 自我效能對管理職能發展方案成效與工作績效間的影響………...39
第三章 研究設計與方法………………………………...………………….…41
第一節 研究架構……………………………………………………...………42
第二節 研究假設…………………………………………………………...…43
第三節 個案公司簡介……………………………………………………...…44
第四節 研究變項之定義與衡量工具……………………………………...…47
第五節 分析研究對象與樣本結構……………………………………...……51
第六節 資料處理與分析方法………………………………...………………53
第七節 信度分析……………………………………………...………………55
第四章 研究結果分析與討論……………………………………………...…56
第一節 變異數分析與t檢定………………………………………………….56
第二節 各研究變項之相關分析……………………………………...………60
第三節 各研究變項之迴歸分析及中介效果分析……………………...……64
第四節 研究結果…………………………...…………………………………85
第五章 結論與建議……………………………………………………………..86
第一節 研究結論………………………………………...……………………86
第二節 管理實務上的建議……………………………………...……………88
第三節 研究限制與後續研究建議…………………………………...………91
參考文獻…………………….……………………………………………….……93
一、 中文部份………………...………………………………..……………93
二、 英文部份…………………………………………...………………..…95

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