近年來企業普遍面臨主管荒的問題，也成為企業是否能永續經營的絆腳石之一。本研究針對升遷停滯內成因 (意即員工自願選擇不升遷，形成升遷停滯的現象)，探討主觀職涯成功與工作–家庭衝突對其之影響，並檢驗師徒制、訓練發展及主管支持行為對上述關係之調節效果。本研究採用兩階段共259份問卷資料，進行路徑分析後發現：(1) 主觀職涯成功與擔憂升遷後職位缺乏職涯目標與發展性的升遷停滯呈現正向效果；(2) 主觀職涯成功與對新職位能力不足或工作領域不熟悉的升遷停滯呈現正向效果，但訓練發展中的內部訓練和發展計畫及新人訓練計畫越多時，會使前述關係轉變為負向效果；(3) 主觀職涯成功與工作地點變動與影響家庭的升遷停滯並未具有顯著相關，但員工對師徒制的知覺越高時，會使前述關係轉變為正向效果；(4) 工作–家庭衝突與顧慮工作地點變動與影響家庭及無法兼顧工作與生活的升遷停滯並未具有顯著相關，但主管家庭支持行為越多時，則會強化前述之正向效果。本研究針對以上發現進行討論，並提出管理實務建議及未來研究建議。

Manager shortage becomes a critical issue for corporate sustainability management. Such a situation makes enterprises increase operational difficulties and succession problems. This study investigates the antecedents of the internal reason for hierarchical plateau (i.e., employees are unwilling to be promoted, which results in the hierarchical plateau). Furthermore, this study investigates whether subjective career success (SCS) and work-family conflict (WFC) are related to the internal reasons for hierarchical plateau. Finally, this study examines the moderating roles of mentoring, training and development programs, and family supportive supervisor behaviors (FSSB) on the above effects. After analyzing two-wave online survey data from 259 employed adults, this study found that (1) SCS was positively related to “being afraid of lack of career goals and development after job promotion”. (2) SCS was positively related to “unfamiliarity with new job skill or ability after promotion”. However, the relationship became negative when training and development programs was high. (3) SCS had no relationship with “change of work location and influence of family”, but when mentoring was high, the relationship became positive. (4) WFC was not related to “change of work location and influence of family” and “the imbalance of work and life”, but the positive relationships became stronger when FSSB was high. The practical implications, research limitation and future research suggestions were discussed.

論文審定書 i
摘要 ii
Abstract iii
目錄 iv
圖目錄 vi
表目錄 vii
第壹章、緒論 1
第貳章、文獻探討 5
第一節 、升遷停滯內成因 5
第二節 、主觀職涯成功與升遷停滯內成因的關聯性 7
第三節 、工作–家庭衝突與升遷停滯內成因的關聯性 10
第四節 、組織職涯管理–師徒制及訓練發展的調節效果 12
第五節 、主管家庭支持行為的調節效果 17
第六節 、研究假設 19
第參章、研究方法 20
第一節 、施測程序 20
第二節 、研究樣本 20
第三節 、研究工具 23
第四節 、分析方法 27
第肆章、研究結果 29
第一節 、驗證性因素分析 29
第二節 、相關分析 30
第三節 、假設檢定 33
第四節 、補充分析 44
第伍章、研究結論與建議 46
第一節 、研究結果與討論 46
第二節 、管理實務意涵 51
第三節 、研究限制與未來研究建議 55
參考文獻 58
附錄一：研究問卷 63
受試者招募問卷 63
第一階段問卷 65
第二階段問卷 69
附錄二：量表題項修正建議 72

Abele, & Spurk. (2009). How do objective and subjective career success interrelate over time? Journal of occupational and organizational psychology, 82(4), 803-824.
Allen. (1997). Antecedents and outcomes of promotion systems. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 36(2), 251-259.
Allen, Eby, Poteet, Lentz, & Lima. (2004). Career benefits associated with mentoring for protégés: A meta-analysis. Journal of applied psychology, 89(1), 127.
Allen, Johnson, Saboe, Cho, Dumani, & Evans. (2012). Dispositional variables and work–family conflict: A meta-analysis. Journal of Vocational Behavior, 80(1), 17-26.
Allen, Russell, Poteet, & Dobbins. (1999). Learning and development factors related to perceptions of job content and hierarchical plateauing. Journal of Organizational Behavior, 20(7), 1113-1137.
Amstad, Meier, Fasel, Elfering, & Semmer. (2011). A meta-analysis of work–family conflict and various outcomes with a special emphasis on cross-domain versus matching-domain relations. Journal of occupational health psychology, 16(2), 151.
Arthur, Khapova, & Wilderom. (2005). Career success in a boundaryless career world. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(2), 177-202.
Arthur, & Rousseau. (1996). Introduction: The boundaryless career as a new employment principle. The boundaryless career: A new employment principle for a new organizational era, 3-20.
Bagdadli, & Gianecchini. (2019). Organizational career management practices and objective career success: A systematic review and framework. Human Resource Management Review, 29(3), 353-370. doi:10.1016/j.hrmr.2018.08.001
Bandura, & Walters. (1977). Social learning theory (Vol. 1): Englewood cliffs Prentice Hall.
Baruch, & Peiperl. (2000). Career management practices: An empirical survey and implications. Human resource management, 39(4), 347-366.
Bayton, & Chapman. (1972). Transformation of scientists and engineers into managers.
Beauchene, & Cunningham. (2020). The End of Management as We Know It. Retrieved from https://www.bcg.com/publications/2020/end-management-as-we-know-it
Belli. (2018). 7 Good Reasons to Turn Down a Promotion. Retrieved from https://www.payscale.com/career-advice/7-good-reasons-to-turn-down-a-promotion/
Bock. (2018). Google超級用人學 (連育德, Trans.): 天下文化.
Boles, Howard, & Donofrio. (2001). An investigation into the inter-relationships of work-family conflict, family-work conflict and work satisfaction. Journal of Managerial issues, 376-390.
Bourmault, & Anteby. (2020). Unpacking the Managerial Blues: How Expectations Formed in the Past Carry into New Jobs. Organization Science, 31(6), 1452-1474. doi:10.1287/orsc.2020.1361
Bujold. (2004). Constructing career through narrative. Journal of Vocational Behavior, 64(3), 470-484.
Clarke. (2009). Plodders, pragmatists, visionaries and opportunists: career patterns and employability. Career Development International, 14(1), 8-28. doi:10.1108/13620430910933556
Clarke. (2013). The organizational career: not dead but in need of redefinition. The International Journal of Human Resource Management, 24(4), 684-703. doi:10.1080/09585192.2012.697475
Crain, & Stevens. (2018). Family‐supportive supervisor behaviors: A review and recommendations for research and practice. Journal of Organizational Behavior, 39(7), 869-888.
De Vos, Dewettinck, & Buyens. (2008). To move or not to move? The relationship between career management and preferred career moves. Employee Relations, 30(2), 156-175. doi:10.1108/01425450810843348
De Vos, Van der Heijden, & Akkermans. (2020). Sustainable careers: Towards a conceptual model. Journal of Vocational Behavior, 117, 103196.
Eisenberger, Huntington, Hutchison, & Sowa. (1986). Perceived organizational support. Journal of applied psychology, 71(3), 500.
Ely, & Padavic. (2020). What's Really Holding Women Back? Retrieved from https://hbr.org/2020/03/whats-really-holding-women-back?registration=success
Ference, Stoner, & Warren. (1977). Managing the Career Plateau. The Academy of Management Review, 2(4), 602-612. doi:10.5465/AMR.1977.4406740
Fielding. (2020). 8 good reasons to turn down a promotion. Retrieved from https://fortune.com/2020/02/13/turning-down-a-promotion-saying-no-to-a-job-offer/
Foster, Shastri, & Withane. (2004). The impact of mentoring on career plateau and turnover intentions of management accountants. Journal of Applied Business Research (JABR), 20(4).
Frone, Russell, & Cooper. (1992). Antecedents and outcomes of work-family conflict: testing a model of the work-family interface. Journal of applied psychology, 77(1), 65.
Godshalk, & Fender. (2015). External and internal reasons for career plateauing: Relationships with work outcomes. Group & Organization Management, 40(4), 529-559. doi:10.1177/1059601114558062
Greenhaus, & Beutell. (1985). Sources of conflict between work and family roles. Academy of management review, 10(1), 76-88.
Guy. (1996). Managing the effects of culture shock and sojourner adjustment on the expatriate industrial sales force. Industrial Marketing Management, 25(5), 385-393.
Hammer, Kossek, Yragui, Bodner, & Hanson. (2009). Development and Validation of a Multidimensional Measure of Family Supportive Supervisor Behaviors (FSSB). J Manage, 35(4), 837-856. doi:10.1177/0149206308328510
Hammer, Kossek, Zimmerman, & Daniels. (2007). Clarifying the construct of family-supportive supervisory behaviors (FSSB): A multilevel perspective. In Exploring the work and non-work interface: Emerald Group Publishing Limited.
Hammer, Neal, Newsom, Brockwood, & Colton. (2005). A longitudinal study of the effects of dual-earner couples' utilization of family-friendly workplace supports on work and family outcomes. Journal of applied psychology, 90(4), 799.
Hu, Pellegrini, & Scandura. (2011). Measurement invariance in mentoring research: A cross-cultural examination across Taiwan and the U.S. Journal of Vocational Behavior, 78(2), 274-282. doi:10.1016/j.jvb.2010.10.003
Jawahar, & Ferris. (2011). A longitudinal investigation of task and contextual performance influences on promotability judgments. Human Performance, 24(3), 251-269.
Jung, & Tak. (2008). The effects of perceived career plateau on employees' attitudes: Moderating effects of career motivation and perceived supervisor support with Korean employees. Journal of career Development, 35(2), 187-201.
Kaye, Williams, & Cowart. (2018). 不升遷也可以：重新定義自己的前途，6種職涯延伸讓工作更快樂 (林宜萱, Trans.): 高寶.
Kram. (1983). Phases of the mentor relationship. Academy of Management journal, 26(4), 608-625.
Lancaster, & Stillman. (2004). When generations collide: how to solve the generational puzzle at work. Paper presented at the The Management Forum Series.
Lee, Lee, & Suh. (2016). Technostress from mobile communication and its impact on quality of life and productivity. Total Quality Management & Business Excellence, 27(7-8), 775-790.
Lemire, Saba, & Gagnon. (1999). Managing career plateauing in the Quebec public sector. Public Personnel Management, 28(3), 375-391.
Littler, Wiesner, & Dunford. (2003). The dynamics of delayering: Changing management structures in three countries. Journal of Management Studies, 40(2), 225-256.
Luckwaldt. (2019). 7 Signs you don;t want to be the boss. Retrieved from https://www.payscale.com/career-news/2019/10/7-signs-you-dont-want-to-be-the-boss
Malhotra, & Singh. (2016). Indirect impact of high performers on the career advancement of their subordinates. Human Resource Management Review, 26(3), 209-226.
Mallon. (1999). Going “portfolio”: Making sense of changing careers. Career Development International.
Maslach, Schaufeli, & Leiter. (2001). Job burnout. Annual review of psychology, 52(1), 397-422.
Matthews, Swody, & Barnes‐Farrell. (2012). Work hours and work–family conflict: The double‐edged sword of involvement in work and family. Stress and Health, 28(3), 234-247.
Near. (1980). The career plateau: Causes and effects. Business Horizons, 23(5), 53-57.
Ng, Eby, Sorensen, & Feldman. (2005). Predictors of objective and subjective career success: A meta‐analysis. Personnel psychology, 58(2), 367-408.
Ng, & Feldman. (2014). Subjective career success: A meta-analytic review. Journal of Vocational Behavior, 85(2), 169-179.
Nielson, Carlson, & Lankau. (2001). The supportive mentor as a means of reducing work–family conflict. Journal of Vocational Behavior, 59(3), 364-381.
Noe, & Kodwani. (2018). Employee training and development, 7e: McGraw-Hill Education.
Noe, & Schmitt. (1986). The influence of trainee attitudes on training effectiveness: Test of a model. Personnel psychology, 39(3), 497-523.
Noe, & Wilk. (1993). Investigation of the factors that influence employees' participation in development activities. Journal of applied psychology, 78(2), 291.
Reichl, Leiter, & Spinath. (2014). Work–nonwork conflict and burnout: A meta-analysis. Human Relations, 67(8), 979-1005.
Shockley, Ureksoy, Rodopman, Poteat, & Dullaghan. (2016). Development of a new scale to measure subjective career success: A mixed‐methods study. Journal of Organizational Behavior, 37(1), 128-153.
Thomas, & Ganster. (1995). Impact of family-supportive work variables on work-family conflict and strain: A control perspective. Journal of applied psychology, 80(1), 6.
Torres. (2014). Most People Don’t Want to Be Managers. Retrieved from https://hbr.org/2014/09/most-people-dont-want-to-be-managers
Tremblay, & Roger. (1993). Individual, familial, and organizational determinants of career plateau: An empirical study of the determinants of objective and subjective career plateau in a population of Canadian managers. Group & Organization Management, 18(4), 411-435.
Twenge, Campbell, Hoffman, & Lance. (2010). Generational Differences in Work Values: Leisure and Extrinsic Values Increasing, Social and Intrinsic Values Decreasing. Journal of Management, 36(5), 1117-1142. doi:10.1177/0149206309352246
Wayne, Musisca, & Fleeson. (2004). Considering the role of personality in the work–family experience: Relationships of the big five to work–family conflict and facilitation. Journal of Vocational Behavior, 64(1), 108-130.
Weiner. (1985). An attributional theory of achievement motivation and emotion. Psychology Review, 92(4), 548–573. doi:10.1037/0033-295X.92.4.548
Yang, Niven, & Johnson. (2019). Career plateau: A review of 40 years of research. Journal of Vocational Behavior, 110, 286-302.
Zhang, Nahrgang, Ashford, & DeRue. (2020). Why Capable People Are Reluctant to Lead. Retrieved from https://hbr.org/2020/12/why-capable-people-are-reluctant-to-lead
胡昌亞. (2021, 2022/06/18). 找直屬主管做 mentor，不是好的選擇！師徒制的成功關鍵是？. Retrieved from https://www.managertoday.com.tw/articles/view/63132
許毓庭. (2020). 探討職涯停滯成因與主觀職涯成功之關係：領導者-部屬交換關係的觀點. (未出版之碩士論文). 國立中山大學, 高雄.
勞動部. (2019). 108年國際勞動統計. 台北市: 勞動部 Retrieved from https://www.mol.gov.tw/statistics/2452/2457/46364/#
鄭瑩妮, 胡昌亞, & 簡世文. (2013). 師徒功能與徒弟知識分享. International Journal, 5(1), 037-056.
謝佩如. (2021, 2022/06/19). 員工離職再找就有？人資首要職責不是招人，是留人！用「136離職定律」讓對手挖不動. Retrieved from https://www.businessweekly.com.tw/management/blog/3006238
龔紫雲, & 王豫萱. (2022). 升遷停滯成因之概念建構與量表發展. 討論稿. 國立中山大學人力資源管理研究所.