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題名 政府機關及公民營機構實施生涯發展系統之研究-現況調查與個案分析
作者 魏美蓉
貢獻者 陳彰儀
魏美蓉
日期 1989
1988
上傳時間 3-May-2016 14:19:07 (UTC+8)
摘要 摘要
     「生涯發展系統」(Career Development System)係為結合個人需求與組織目標而設計的人力資源管理系統。本研究之目的有二：(一)探討國內政府機關及公民營機構實施生涯發展系統之現況；(二)分析國內已實施此套系統之個案。首先綜覽國內、外的相關文獻與理論，作為探討現況調查與個案分析之基礎；再以實證調查結果與個案討論，檢驗此套系統在國內實施的可能性。
     本研究分為兩大部分，研究一是現況調查，採問卷調查法，對象為政府機關、公營事業、本國人自營公司及外商公司共36個單位，902名員工；研究工具為自行編製的「生涯發展系統量表」；資料分析方法則採用次數分配、t考驗、相關分析與單因子變異數分析等方法。研究二是個案分析，對象為國內兩家已實施此套系統的公司，採結構面談法，以瞭解該公司實施之現況；訪談對象為該公司的人事部門經理，以及參與此套系統實際運作的關鍵人物。
     本研究結果發現，在個案分析部分，生涯發展系統在兩家個案公司均能運作良好，並且使該公司有效地運用人力資源，是以此套系統在國內實施深具可行性。在現況調查部分，不同類型的組織成員對個人生涯計畫的瞭解程度，及其認為瞭解生涯計劃對事業生涯的重要程度均有顯著差異；其次，不同類型的組織在實施生涯管理的程度上，亦有顯著差異；但綜合而論，目前國內無論任何類型的組織，大都很少實施生涯管理，而組織成員卻有探索個人生涯計畫的意顧與需求。因此，組織欲有效運用人力資源，擁有適質、適量的人員為組織效力，實需考慮員工這些需求，而組織實施生涯發展系統正是提供解決此一課題的重要途徑，故此套系統值得在國內大力推廣。
參考文獻 參考書目
     壹、中文部分
     1.吳定(民73)組織發展理論與技術。台北：天一圖書公司。
     2.余朝權(民75)卓越的前程計畫(Career Planning)。台北：台灣英文雜誌社。
     3.余朝權(民76)管理與人性。台北：台灣英文雜誌社。
     4.林幸台(民76)生計輔導的理論與實施。台北:五帝圖書出版法司。
     5.徐木蘭(民72)行為科學與管理。台北：三民書局。
     6.徐文成(民75)員工職業前程管理之可行性研究。私立中原大學企管研究所碩士論文。
     7.張念中(民70)管理人員永續發展之研究。國立政治大學公共行政研究所碩士論文。
     8.謝安田(民74)人事管理。台北：自印。
     9.劉怡媛(民77)科技人員之事業前程策略。國立政治大學企業管理研究所碩士論文。
     10.魏美蓉譯(民77)可口可樂生涯「配方」公開。現代管理月刊，第140期，頁10-15。
     11.譚連財(民71)事業前程計畫與工作滿意度之相關研究，私立大同理工學院事業經營研究所碩士論文。
     
     貳、西文部分
     1.Bardsley, Carolyn A. (1984). Hooking Management on Career Development A Workshop. Training and Development Journal, 38(12), 76-79.
     2.Beach, Dale S. (1980). Personnel: The Management of People at Work (4th ed.). New York: Macmillan Publishing Co., Inc.
     3.Blessing, Buck (1986). Career Planning: Five Fatal Assumptions. Training & Development Journal, 40(9), 49-51.
     4.Carrell, Michael R. & Kuzmits, Personnel (2nd ed.). Columbus, Publishing Company.
     Frank E. (1986). Onio: Merrill
     5. Crane, Donald P. (1986). Personnel (4th ed.). Boston, Mass.: Kent Publishing Company.
     6.Derr, C. Brooklyn (ed.) (1980). Work, Family, and the Career. New York: Praeger Special Studies.
     7.Dessler, Gary (1988). Personnel Management (4th ed.). Englewood Cliffs, New Jersey: Prentice-Hall, Inc.
     8. Getty, Cheryl (1986). Tapping the Power for Career Development. Training and Development Journal, 40(2), 36-37.
     9.Gooding, Glenn J. (1988). Career Moves for the Employee, for the Organization. Personnel, 65(4), 112-116.
     10.Greenlaw, Paul S. & Kohl, John P.(1986). Personnel Management － Managing Human Resources. New York: Harper & Row.
     11.Griffith, Albert R.(1980). Career Development: What Organizations are Doing About It? Personnel, 75(4), 63-69.
     12.Gutteridge, Thomas G. (1986). Orgaizational Career Development Systems: The State of the Practice. In Douglas T. Hall and Associates (eds.), Career Development in Organizations. San Francisco, California: Jossey-Bass Inc.
     13.Gutteridge, Thomas G. & Hutcheson, Peggy G. (1984). Career Development. In Leonard Nadler (ed.), The Handbook of Human Resource Development. New York: John Wiley & Sons, Inc.
     14.Hackman, J. Richard & Suttle, J. Lloyd (eds.) (1977). Improving Life at Work: Behavioral Science Approaches to Organizational Change. Santa Monica, California: Goodyear Publishing Company, Inc.
     15.Hall, Douglas T. (1976). Careers in Organizations. Santa Monica, California: Goodyear Publishing Company, Inc.
     16.Hall, Douglas T. & Isabella, l. (1985). Downward Moves and Career Development. Organizational Dynamics, 14, 5-23.
     17.Hall, Douglas T. & Goodale, James G. (1984). Human Resource Management. Glenview, Illinois: Scott, Foresman and Company.
     18.Hall, Douglas T. & Associates (1986). Career Development in Organizations. San Francisco: Jossey-Bass Publishers.
     19.Herr, E. l., & Cramer, S.H. (1984). Career Guidance and Counseling through the life Span (2nd ed.). Boston: little, Brown & Company.
     20.Holley, William H. & Jennings, Kenneth M. (1987). Personel / Human Resource Management Contributions and Activities (2nd ed.). New York: The Dryden Press.
     21.Ideus, K. (1985). Career Development Project: A Case Study. Unpublished Master`s Thesis, Department of Education, Alaska Pacific University.
     22.Katz, Ralph (ed.) (1982). Career Issues in Human Resource Management. Englewood Cliffs, New Jersey: Prentice-Hall, Inc.
     23.Kaufman, Harold G. (ed.) (1975). Career Management: A Guide to Combating Obsolescence. New York: The Institute of Electrical and Electronics Engineers, Inc.
     24.Kaye, Beverly Lenore (1976). Career Development Programs in Organizations: An Initial Theory. Unpublished Doctoral Dissertation, Department of Education, University of California, Los Angeles.
     25.Kaye, Beverly Lenore (1982). Up Is Not the Only Way: A Guide for Career Development Pranctitioners. Englewood Cliffs, New Jersey: Prentice-Hall, Inc.
     26.Leibewitz, Zandy B., Kaye, Beverly & Farren, Caela (1986). Overcoming Management Resistance to Career Development Programs. Training and Development Journal, 40(10), 77-81.
     27.Maanen, John Van & Schein, Edgar H. (1977). Career Development. In Richard J. Hackman & J. Lioyd Suttle, Improving Life at Work. Santa Monica, California: Goodyear Publishing Company, Inc.
     28.Mathis, Robert L. & Jackson, John H. (1985). Personnel－Human Resource Management (4th ed.). New York: West Publishing Company.
     29.Mirabile, Richard J. (1986). Designing CD Program the CD Way. Training and Development Journal, 40(2), 38-40.
     30.Mirabile, Richard J. (1988). Using Action Research to Design Career Development Programs. Personnel 65(11), 4-11.
     31.Nadler, Leonard(1970). Developing Human Resources. Houston, Texas: Gulf Publishing Company.
     32.Nadlar, Leonard (ed.)(1984). The Handbook of Human Resource Development. New York : John Wiley & Sons, Inc.
     33.Osipow, Samuel H. (1983). Theories of Career Development (3rd ed.). Englewood Cliffs, New Jersey: Prentice-Hall, Inc.
     34.Pattan, Jone E. (1986). The Strategy in Strategic Planning. Training and Development Journal , 40(3), 30-32.
     35.Raskin-Young, Karen (1984). Career Counseling in a Large Organization. Training and Development Journal, 38(8), 57-58.
     36.Robbins, Stephen P. (1983).Organizational Behavior. Englewood Cliffs, New Jersey: Prentice-Hall, Inc.
     37.Scanlan, Burt & Keys, Bernard (1983). Management and Organizational Behavior (2nd ed.). New York: John and Sons, Inc.
     38.Schein, Edgar H. (1978). Career Dynamics: Matching Individual and Organizational Needs. Reading, Mass.: Addison-Wesley Publishing Company, Inc.
     39.Schein, Edgar H. (1980). Organizational psychology (3rd ed.). Englewood Cliffs, New Jersey: Prentice-Hall, Inc.
     40.Schein, Edgar H. (1982). Increasing Organizational Effectiveness through Better Human Resource Planning and Development. In Ralph Katz (ed.), Career Issues in Human Resource Management. Englewood Cliffs, New Jersey: Prentice-Hall, Inc.
     41.Schein, Edgar H. (1985). Organizational Culture and Leadership. San Francisco: Jossey-Bass.
     42.Schein, Edgar H.(1986). A Critical Look at Current Career Development Theory and Research. In Don-glas T. Hall & Associates, Career Development in Organizations (ed.). San Francisco, California: Jossey-Bass.
     43.Schwartz, I. R. (1979). Self-Assessment and Career Planning: Matching Individual and Organizational Goals. Personnel, 56(2), 48.
     44.Sheppeck, Michael A. & Taylor, Craig(1985). Up the Career Path. Training and Development Journal, 39(8), 46-48.
     45.Slavenski, Lynn(1986). Matching People to the Job. Training and Development Journal, 40(8), 54-57.
     46.Slavenski, Lynn (1987). Career Development－A Systems Approach. Training and Development Journal, 41(2), 56-60.
     47.SImonsen, Peggy(1986). Concepts of Career Development. Training and Development Journal, 40(11), 70-73.
     48.Sonnenfeld, J. A. & Peiperl, M. A. (1988). Staffing Policy as a Strategic Response: A Typology of Career Systems. Academy of Management Review, 13(4), 588-600.
     49.Sonnenfeld, J. A., Peiperl, M. A. & Kotter, J. P. (1988). Corporate Career Systems and Individual Career Profiles: A Longitudinal Analysis. Academy Management Best Papers Proceedings 1988, August, 53-57.
     50.Stockard, James G. (1977). Career Development and Job Training. New York: AMACOM.
     51.Super, Donald E. (1976). Career Education and the Meaning of Work. Monographs on Career Education Washington, D. C.: The Office of Career Education, U. S. Office of Education.
     52.Super, Donald E. (1980). A Life-Span, Life-Space Approach to Career Development. Journal of Vocational Behavior, 16, 282-298.
     53.Super, Donald E. (1984). Career and Life Development. In D. Brown, L. Brooks, and Associates (eds.) Career Choice and Development. San Francisco: Jossey-Bass.
     54.Verlander, Edward G. (19B5). The System`s the Thing. Training and Development Journal, 39(4), 20-23.
     55.Williamson, Barbara Ann (1983). Career Development Component Attitude Scale: Instrument Development. Unpublished Doctoral Dissertation, College of Education, Georgia State University.
     56.Williamson, Barbara A. & Otte, Fred L. (19B6). Assessing the Need for Career Development. Training and Development Journal, 40(3), 59-61.
描述 碩士
國立政治大學
公共行政學系
資料來源 http://thesis.lib.nccu.edu.tw/record/#B2002005525
資料類型 thesis
dc.contributor.advisor 陳彰儀zh_TW
dc.contributor.author (Authors) 魏美蓉zh_TW
dc.creator (作者) 魏美蓉zh_TW
dc.date (日期) 1989en_US
dc.date (日期) 1988en_US
dc.date.accessioned 3-May-2016 14:19:07 (UTC+8)-
dc.date.available 3-May-2016 14:19:07 (UTC+8)-
dc.date.issued (上傳時間) 3-May-2016 14:19:07 (UTC+8)-
dc.identifier (Other Identifiers) B2002005525en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/90222-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 公共行政學系zh_TW
dc.description.abstract (摘要) 摘要
     「生涯發展系統」(Career Development System)係為結合個人需求與組織目標而設計的人力資源管理系統。本研究之目的有二：(一)探討國內政府機關及公民營機構實施生涯發展系統之現況；(二)分析國內已實施此套系統之個案。首先綜覽國內、外的相關文獻與理論，作為探討現況調查與個案分析之基礎；再以實證調查結果與個案討論，檢驗此套系統在國內實施的可能性。
     本研究分為兩大部分，研究一是現況調查，採問卷調查法，對象為政府機關、公營事業、本國人自營公司及外商公司共36個單位，902名員工；研究工具為自行編製的「生涯發展系統量表」；資料分析方法則採用次數分配、t考驗、相關分析與單因子變異數分析等方法。研究二是個案分析，對象為國內兩家已實施此套系統的公司，採結構面談法，以瞭解該公司實施之現況；訪談對象為該公司的人事部門經理，以及參與此套系統實際運作的關鍵人物。
     本研究結果發現，在個案分析部分，生涯發展系統在兩家個案公司均能運作良好，並且使該公司有效地運用人力資源，是以此套系統在國內實施深具可行性。在現況調查部分，不同類型的組織成員對個人生涯計畫的瞭解程度，及其認為瞭解生涯計劃對事業生涯的重要程度均有顯著差異；其次，不同類型的組織在實施生涯管理的程度上，亦有顯著差異；但綜合而論，目前國內無論任何類型的組織，大都很少實施生涯管理，而組織成員卻有探索個人生涯計畫的意顧與需求。因此，組織欲有效運用人力資源，擁有適質、適量的人員為組織效力，實需考慮員工這些需求，而組織實施生涯發展系統正是提供解決此一課題的重要途徑，故此套系統值得在國內大力推廣。		zh_TW
dc.description.tableofcontents 目錄
     摘要………壹
     目錄………參
     圖表目錄………伍
     第一篇 緒論
     第一章 前言………1
     第一節 研究動機與研究目的………1
     第二節 重要名詞界定………5
     第二章 理論基礎與相關文獻探討………10
     第一節 生涯發展系統的基本假設………10
     第二節 生涯發展系統的構成要素………13
     第三節 生涯發展系統的實施步驟………30
     第四節 相關實證研究與應用情形………38
     第五節 研究架構與研究問題………43
     第二篇 研究一：政府機關及公民營機構實施生涯發展系統之現況調查
     第三章 研究方法………47
     第一節 研究對象………47
     第二節 研究工具………51
     第三節 資料分析方法………58
     第四章 研究結果與討論………60
     第一節 樣本資料分析………60
     第二節 研究問題的結果分析………63
     第三節 討論………91
     第三篇 研究二：個案分析
     第五章 研究方法………101
     第一節 研究對象………101
     第二節 研究工具………102
     第三節 資料收集的過程………103
     第六章 研究結果與討論………104
     第一節 個案一：卓越公司………104
     第二節 個案二：龍門公司………113
     第三節 討論………124
     第四篇 結論與建議
     第七章 研究結論………126
     第一節 研究發現摘要………126
     第二節 本研究的檢討………131
     第八章 建議………135
     第一節 對理論研究與實務應用的建議………135
     第二節 對後續研究的建議………139
     參考書目………141
     附錄一 美國可口可樂公司實施生涯發展系統之個案………149
     附錄二 Williamson的「生涯發展構成要素之量表」………161
     附錄三 本研究的「生涯發展采統量表」………167
     附錄四 公文………171
     
     圖表目錄
     圖：
     圖2-1 「人力資源計畫與發展系統」之基本模型圖………14
     圖2-2 「人力資源計畫與發展系統」之時序發展模型圖………15
     圖2-3 生涯發展活動光譜分類圖………19
     圖2-4 生涯發展系統的運作模式………21
     圖2-5 生涯發展系統與人力資源計畫的關係………22
     圖2-6 生涯發展系統的構成要素………24
     圖2-7 本研究之理論架構………29
     圖2-8 生涯管理過程的要素………35
     圖2-9 生涯發展系統的實施步驟………37
     圖2-10 現況調查之研究架構………44
     圖2-11 個案分析之研究架構………46
     圖6-1 龍門公司的人力資料管理系統………114
     圖6-2 龍門公司的主管人員發展圖………115
     圖6-3 龍門公司甲廠的生涯發展系統之基本架構………118
     附圖1 美國可口可樂公司的生涯發展系統………151
     
     表:
     表2-1 生涯管理與生涯計畫關注的活動………20
     表2-2 生涯發展系統的工具………23
     表2-3 美國管理協會會員去司實施生涯管理之現況調查………39
     表2-4 國內電子資訊索與銀行實施生涯管理之現況調查………40
     表3-1 問卷發出、回收及有效份數統計表………49
     表3-2 個人生涯計畫的瞭解程度之因素分析與信度考驗………53
     表3-3 瞭解個人生涯計畫對其事業生涯的重要程度之因素分析與信度考驗………53
     表3-4 組織實施生涯管理的程度之因素分析與信度考驗………55
     表4-1 受試者基本資料分配表………61
     表4-2 性別在個人對生涯計畫的瞭解程度及其重要程度上之t考驗………64
     表4-3 不同的年齡在個人對生涯計畫的暸解程度上之變異數分析摘要表………65
     表4-4 表4-3資料的事後多重比較………65
     表4-5 不同年齡在個人認為瞭解生涯計畫對其事業生涯的重要程度上之變異數分析摘要表………65
     表4-6 婚姻在個人對生涯計畫的瞭解程度及其重要程度上之t考驗………66
     表4-7 不同的教育程度在個人對生涯計畫的瞭解程度上之異變數分析摘要表………67
     表4-8 表4-7資料的事後多重比較………67
     表4-9 不同的教育程度在個人認為瞭解生涯計畫對其事業生涯的重要程度上之變異數分析摘要表………67
     表4-10 不同的服務年資在個人對生涯計畫的間接解程度上之變異數分析摘要表………69
     表4-11 表4-10資料的事後多重比較………69
     表4-12 不同的服務年資在個人認為瞭解生涯計畫對其事業生涯的重要程度上之變異數分析摘要表………69
     表4-13 不同的職位年資在個人對生涯計畫的瞭解程度上之變異數分析摘要表………70
     表4-14 不同的職位年資在個人認為瞭解生涯計畫對其事業生涯的重要程度上之變異數分析摘要表………70
     表4-15 表4-14資料的事後多重比較………70
     表4-16 是否擔任主管職務在個人對生涯計畫的瞭解程度及其重要程度上之t考驗………71
     表4-17 不同類型的組織成員在個人對生涯計畫的瞭解程度上之變異數分析結果………74
     表4-18 不同類型的組織成員在認為瞭解個人的生涯計畫對其事業生涯的重要程度上之變異數分析結果………76
     表4-19 組織成員對個人生涯計畫的瞭解程度與重要程度之t考驗………77
     表4-20 不同類型的組織實施生涯管理程度之變異數分析結果表………80
     表4-21 不同類型的組織實施人力資源、資訊系統程度之得分統計表………81
     表4-22 所有組織實施生涯管理之程度與個人對生涯計畫的瞭解程度之相關………85
     表4-23 政府機關實施生涯管理之程度與個人對生涯計畫的瞭解程度之相關………86
     表4-24 公營事業實施生涯管理之程度與個人對生涯計畫的瞭解程度之相關………86
     表4-25 本國人自營公司實施生涯管理之程度與個人對生涯計畫的瞭解程度之相關………87
     表4-26 外商公司實施生涯管理之程度與個人對生涯計畫的瞭解程度之相關………87
     表4-27 所有組織實施生涯管理之程度與個人認為瞭解生涯計畫對其事業生涯的重要程度之相關………89
     表4-28 政府機關實施生涯管理之程度與個人認為瞭解生涯計畫對其事常生涯的重要程度之相關………89
     表4-29 公營事業實施生涯管理之程度與個人認為瞭解生涯計畫對其事業生涯的重要程度之相關………89
     表4-30 本國人自營公司實施生產管理之程度與個人認為瞭解生涯計畫對其事業生涯的重要程度之相關………90
     表4-31 外商公司實施生涯管理之程度與個人認為瞭解生涯計畫對其事業生涯的重要程度之相關………90
     表6-1 卓越公司的「自我評估表」之部分例子………109
     表6-2 卓越公司的「有效的員工自我評估之主管指南」目錄之部分例子………110
     表6-3 龍門公司的「高階主管職位的自我評估表」之部分例子………120
     表6-4 龍門公司的「潛力評估表」之部分例子………121
     附表1生涯發展系統員工、主管和人力資源部門的角色和責任………157		zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#B2002005525en_US
dc.title (題名) 政府機關及公民營機構實施生涯發展系統之研究-現況調查與個案分析zh_TW
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 參考書目
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