博碩士論文 etd-0515114-233947 詳細資訊


[回到前頁查詢結果 | 重新搜尋]

姓名 柯旻君(Min-Chun Ke) 電子郵件信箱 E-mail 資料不公開
畢業系所 企業管理學系研究所(Business Management)
畢業學位 碩士(Master) 畢業時期 102學年第2學期
論文名稱(中) 職涯停滯對工作投入的影響:社會支持的調節效果
論文名稱(英) The Influence of Career Plateau on Job Involvement: The Moderating Effects of Social Support
檔案
  • etd-0515114-233947.pdf
  • 本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。
    請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
    論文使用權限

    紙本論文:5 年後公開 (2019-06-16 公開)

    電子論文:使用者自訂權限:校內校外均不公開

    論文語文/頁數 中文/88
    統計 本論文已被瀏覽 5642 次,被下載 0 次
    摘要(中) 隨著企業改變營運模式,職涯停滯的現象普遍存在許多企業中,不管在哪間公司,員工都有可能面臨職涯停滯。先前研究已顯示職涯停滯會對員工和組織造成負面影響。因此,企業必須重視這項問題,並妥善處理,減緩職涯停滯對員工所造成的負面影響。
    本研究主要探討職涯停滯 (階層型停滯、工作內容型停滯) 與工作投入的關係,以及檢視社會支持 (直屬主管、同事、親友) 是否在職涯停滯 (階層型停滯、工作內容型停滯) 與工作投入的關係具有調節效果。本研究採用便利抽樣方式進行問卷調查,以不分產業之正職業界人士作為研究樣本 (排除職稱變動較快之保險業),回收有效問卷為251份,有效回收率約為71%。
    研究結果顯示,當員工面臨工作內容型停滯時,會降低員工對工作投入的程度。在調節效果方面,當員工知覺到直屬主管所提供的高度支持時,階層型停滯與工作投入的負向關係會轉變為正向關係。另一方面,當員工知覺到親友所提供的高度支持時,會減緩工作內容型停滯與工作投入的負向關係。
    根據研究結果,本研究建議:1.企業可透過工作輪調、工作豐富化與授權的方式,來改善員工對工作內容停滯的感受,藉以提升員工工作投入;2.直屬主管可透過教育訓練相關課程與溝通管道的設計,改善與員工之間的關係,且協助面臨階層型停滯的員工重新規劃職涯發展計劃,提高工作投入的程度;3.企業應提供家庭友好的活動,拉進員工與親友的關係。最後,本研究建議未來研究者可探討在何種情境下,職涯停滯會對員工工作投入的程度或其他結果變項造成正面影響,讓此領域的相關研究能更完善。
    摘要(英) The widespread phenomenon of career plateau exists among many companies as they change their business model. Regardless of the company, employees may face a status of career plateau. Previous studies have shown the negative impacts of career plateau on employees and organizations. Therefore, companies have to pay attention to the issue, and effectively deal with and mitigate the negative impact of career plateau on employees’ attitudes or behaviors.
    This study mainly explores the relationship between career plateau, i.e. hierarchical plateau and job-content plateau, and job involvement, and whether social support, i.e. supervisor support, co-worker support, and family and friend support, moderates the relationship between career plateau and job involvement. This study conducted a survey to collect the data by using a convenient sampling. The research samples included employees, who have a full-time job, in different industries, and excluded employees in an insurance industry as the change in job titles is rapid in this industry. A total of 251 effective questionnaires were collected and the valid response rate is 71 %.
    The empirical results show that job-content plateau is negatively and significantly related to job involvement. Moreover, supervisor support can be viewed as a moderator of the hierarchical plateau-job involvement relationship. Family and friend support can be viewed as a moderator of the job content plateau-job involvement relationship. Specifically, hierarchical plateaued employees reported greater job involvement if they were perceiving a high level of supervisor support, in comparison to a low level of supervisor support that other employees were perceiving. Also, job content plateaued employees demonstrated greater job involvement if they were perceiving a high level of family and friend support, in comparison to a low level of family and friend support that other employees were perceiving.
    Based on the results, this study offers several suggestions. Firstly, companies can mitigate the negative feelings of job content plateaued employees to increase these employees’ job involvement via different approaches, such as job rotation, job enrichment, and delegation. Secondly, in order to enhance the degree of job involvement, supervisors can improve their relationship with their subordinates and assist hierarchical plateaued employees to re-profile these employees’ career development plan by implementing some programs related to education and training and designing several communication channels. Thirdly, companies should hold some family-friendly activities to improve the relationship between employees and employees’ family and friends. Moreover, this study suggests that further studies are needed to investigate whether the career plateau have a positive effect on job involvement under what kinds of contexts or situations.
    關鍵字(中)
  • 職涯停滯
  • 工作投入
  • 社會支持
  • 關鍵字(英)
  • Social Support
  • Job Involvement
  • Career Plateau
  • 論文目次 目錄
    論文審定書  II
    誌謝    III
    中文摘要    IV
    英文摘要   V
    第一章 緒論 1
    第一節 研究背景與動機 1
    第二節 研究目的  4
    第二章 文獻探討 5
    第一節 職涯停滯 5
    第二節 工作投入 9
    第三節 社會支持 11
    第四節 職涯停滯與工作投入的關係 14
    第五節 社會支持在職涯停滯與工作投入之間的調節角色 16
    第三章 研究方法 18
    第一節 研究架構 18
    第二節 研究樣本 19
    第三節 問卷設計、變項之測量工具與操作型定義 21
    第四節 統計分析方法 28
    第四章 研究分析與結果 30
    第一節 描述性統計分析 30
    第二節 共同方法變異的偵測 33
    第三節 相關分析 34
    第四節 t檢定 36
    第五節 單因子變異數分析 39
    第六節 階層迴歸分析 45
    第五章 結論與建議 52
    第一節 研究結論 52
    第二節 管理意涵 56
    第三節 研究限制與未來研究建議 59
    參考文獻 61
    附錄一 論文問卷 73
    附錄二 量表使用同意書 76
    參考文獻 一、 中文部分
    中小企業家數-按行業別分 (2013)。經濟部中小企業處年102中小企業重要統計表。取自http://www.moeasmea.gov.tw/ct.asp?xItem=12061&ctNode=689&mp=1
    王宗鴻 (2006)。人格特質、主管領導風格與人力資源管理措施對工作投入與工作績效之影響。國立中央大學人力資源管理研究所未出版之碩士論文。
    王思舜 (2013)。心理賦權、組織公民行為與職涯高原關係之研究。國立臺北大學企業管理研究所未出版之碩士論文。
    以「互補」接班梯隊跨越人才斷層 (2012)。104獵才月刊。取自http://www.104hunter.com.tw/edm/DE169073/03.htm
    吳和懋 (2014)。一年對談九百店長互相練習聽話術。商業周刊,1378期,92-96。
    杜佩蘭、張肇松、黃英忠 (2009)。Kanungo工作投入量表的重建與測量-以護理人員為樣本。中華心理衛生學刊。22(2),139-159。
    林倖妃 (2012)。培養3大新能力。天下雜誌。取自http://topic.cw.com.tw/2012edu/article/article1-16_pg1.aspx
    林家瑩 (2008)。人力資源發展效能、職涯停滯對員工工作投入之影響研究。國立彰化師範大學人力資源管理研究所未出版之碩士論文。
    林誠、張芳梓 (2008)。醫院感染管制人員工作投入、工作壓力及工作滿意度之探討。健康管理學刊,6(1),33-47。
    洪琬婷 (2012)。職涯停滯在組織效能感對員工工作投入之調節效果研究。國立彰化師範大學人力資源管理研究所未出版之碩士論文。
    洪進承 (2009)。職涯停滯、工作壓力、工作資源、工作倦怠與樂觀天性關係之研究。國立彰化師範大學人力資源管理研究所未出版之碩士論文。 
    章英華、杜素豪、廖培珊 (2013)。台灣社會變遷基本調查計畫第六期第三次調查計畫執行報告 (計畫編號:NSC 100-2420-H-001-002-SS2)。臺北市:中央研究院社會學研究所。
    陳銘薰、洪敏莉 (2009)。新聞記者職涯高原與專業高原對組織承諾與專業承諾的影響:組織承諾與專業承諾的中介效果。人力資源管理學報,9(3),19-44。
    陳龍、徐敏耕、徐宗福 (2013)。醫療資訊人員工作投入、工作壓力及工作滿意度之探討。醫務管理期刊,14(2),107-127。
    陸洛與高旭繁 (2010)。人力資源管理。臺中市:滄海書局。
    彭台光、高月慈、林鉦棽 (2006)。管理研究中的共同方法變異:問題本質、影響、測試和補救。管理學報,23(1),77-98。
    彭杏珠 (2011)。人才鎖國比經濟鎖國危害更甚。遠見雜誌,301期。
    黃俊英 (2008)。行銷研究:管理與技術。台北:華泰書局。
    楊惟寧 (2009)。生涯停滯與員工效果之關係:其心理歷程與調節效果之探討。國立政治大學企業管理研究所未出版之碩士論文。
    褚麗絹、劉怡孜、陳淑慧 (2005)。食品產業研發人員工作特性、工作價值觀、工作滿足、工作投入與離職傾向關係之研究。管理科學研究,2(2),13-28。
    劉念琪、黃志袁、劉雯中 (2010)。工作與家庭措施之使用度、知覺組織支持與員工工作態度關聯性之探討。組織與管理,3(1),41-66。
    劉思吟 (2012)。高績效工作系統對職涯停滯及角色績效、離職傾向之影響:以知覺主管支持為干擾變項。國立中山大學人力資源管理研究所未出版之碩士論文。
    蔡旻秀、杜文禮 (2013)。知覺主管的支持對員工自我發展之影響。華人前瞻研究,9(2),29-51。
    謝安田、顏昌華 (2004)。顧客參與對服務人員工作投入影響之研究。中華管理學報,5(3),43-58。

    二、 英文部分
    Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage.
    Allen, T. D. (2001). Family-supportive work environment: The role of organization perception. Journal of Vocational Behavior, 58(3), 414-435.
    Allen, T. D., Russell, J. E. A., Poteet, M. L., & Dobbins, G. H. (1999). Learning and development factors related to perceptions of job content and hierarchical plateauing. Journal of Organizational Behavior, 20(7), 1113-1137.
    Allen, T. D., Poteet, M. L., & Russell, J. E. A. (1998). Attitudes of managers who are more or less career plateaued. Career Development Quarterly, 47(2), 159-172.
    Appelbaum, S. H., & Finestone, D. (1994). Revisiting career plateauing. Journal of Managerial Psychology, 9(5), 12-21.
    Armstrong-Stassen, M., & Ursel, N. D. (2009). Perceived organizational support, career satisfaction, and the retention of older workers. Journal of Occupational and Organizational Psychology, 82(1), 201-220.
    Bardwick, J. M. (1986). The plateauing trap: How to avoid it in your career. New York: Amacom.
    Baron, J. N., & Kreps, D. M. (1999). Strategic Human Resources: Frameworks for General Managers. John Wiley & Sons. Singapore: John Wiley & Sons.
    Barrera, M. (1986). Distinctions between social support concepts, measures, and models. American Journal of Community Psychology, 14(4), 413–445.
    Beehr, T. A. (1976). Perceived situational moderators of the relationship between subjective role ambiguity and role strain. Journal of Applied Psychology, 61(1), 35-40.
    Belsley, D. (1991). A guide to using the collinearity diagnostics. Computer Science in Economics and Management, 4(1), 33-50.
    Bhatt, D. J. (1997). Job stress, job involvement and job satisfaction of teachers: A correlational study. Indian Journal of Psychometry and Education, 28(2), 87-94.
    Black, S. (2004). Stroking stressed-out teachers. Education Digest, 69(5), 28-32.
    Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.
    Boles, J. S., Babin, B. J., Thomas, G. B., & Brooks, G. (2001). An examination of the relationships between retail work environments, salesperson selling orientation-customer orientation and job performance. Journal of Marketing Theory and Practice, 9(3), 1-13.
    Brown, S. P. (1996). A meta-analysis and review of organizational research on job involvement. Psychological Bulletin, 120(2), 235-255.
    Caplan, R. D., Cobb, S., French, J. R. P., Harrison, R. V., & Pinneau, S. R. (1975). Job demands and worker health: Main effects and occupational differences. Washington, DC: H. E. W. Publication.
    Carlson, D. S., & Perrewe, P. L. (1999). The role of social support in the stressor-strain relationship: An examination of work-family conflict. Journal of Management, 25(4), 513-540.
    Carmeli, A. (2005). Exploring determinants of job involvement: An empirical test among senior executives. International Journal of Manpower, 26(5), 457-472.
    Chao, G. T. (1990). Exploration of the conceptualization and measurement of career plateau: A comparative analysis. Journal of Management, 16(1), 181-193.
    Chay, Y. W., Aryee, S., & Chew, I. (1995). Career plateauing reactions and moderator among managerial and professional employee. International Journal of Human Resources Management, 6(1), 61-78.
    Chiu, S. F., & Tsai, M. C. (2006). Relationships among burnout, job involvement, and organizational citizenship behavior. Journal of Psychology: Interdisciplinary and Applied, 140(6), 517-530.
    Chughtai, A. A. (2008). Impact of job involvement on in-role job performance and Organizational citizenship behavior. Journal of Behavioral and Applied Management, 9(2), 169-183.
    Cobb, S. (1976). Social support as a moderator of life stress. Psychosomatic Medicine, 38(5), 300-314.
    Cohen, S., & Wills, T. (1985). Stress, social support and the buffering hypothesis. Psychological Bulletin, 98(2), 310-357.
    Cohen, S., Underwood, L. G., & Gottlieb, B. H. (2000). Social support measurement and intervention: A guide for health and social scientists. New York: Oxford University Press.
    Cole, M. S., Bruch, H., & Vogel, B. (2006). Emotion as mediators of the relations between perceived supervisor support and psychological hardiness on employee cynicism. Journal of Organizational Behavior, 27(4), 463-484.
    Colvin, M., Cullen, F. T., & Thomas, V. V. (2002). Coercion social support, and crime: An emerging theoretical consensus. Criminology, 40(1), 19-42.
    Cutrona, C. E., & Russell, D. W. (1990). Type of social support and specific stress: Toward a theory of optimal matching. In Satason, B. R., Sarason, I. G., & Pierce, G. R. (Eds.). Social support: An interactional view, 319-366. New York: Wiley.
    Diefendorff, J. M., Brown, D. J., Kamin, A. M., & Lord, R. G. (2002). Examining the roles of job involvement and work centrality in predicting organizational citizenship behaviors and job performance. Journal of Organizational Behavior, 23(1), 93-108.
    Durham, C. C., Knight, D., & Locke, E. A. (1997). Effects of leader role, team-set goal difficulty, efficacy, and tactics on team effectiveness. Organizational Behavior and Human Decision Processes, 72(2), 203-231.
    Ettington, D. R. (1997). How human resource practices can help plateaued managers succeed. Human Resource Management, 36(2), 221-234.
    Evans, M. G., & Gilbert, E. (1984). Plateaued managers: Their need gratifications and their effort-performance expectations. Journal of Management Studies, 21(1), 99-108.
    Evans, M. G., Gunz, H. P., & Jalland, R. M. (1997). Implications of organizational downsizing for managerial careers. Canadian Journal of Administrative Science, 14(4), 359-371.
    Feldman, D. C., & Brett, J. (1983). Coping with new jobs: A comparative study of new hires and job changers. Academy of Management Journal, 26(2), 258-272.
    Feldman, D. C., & Weitz, B. A. (1988). Career plateaus reconsidered. Journal of Management, 14(1), 69-80.
    Ference, T. P., Stoner, J. A., & Warren, E. K. (1977). Managing the career plateau. Academy of Management Review, 2(4), 602-612.
    Fernandez, D. R. (1995). Career plateau response as a function of personal coping strategies. Unpublished doctoral dissertation, Florida State University.
    Foster, B. P., Shastri, T., & Withane, S. (2004). The impact of mentoring on career plateau and turnover intentions of management accountants. Journal of Applied Business Research, 20(4), 33-44.
    Ganster, D. C., Fusilier, M. R., & Mayes, B. T. (1986). Role of social support in the experience of stress at work. Journal of Applied Psychology, 71(1), 102-110.
    George, D., & Mallery, P. (2003). SPSS for windows step by step: A simple guide and reference (4 ed). Boston: Allyn & Bacon.
    Gerpott, T. J., & Domsch, M. (1987). R&D professionals’ reactions to the career plateau: Mediating effects of supervisory behaviours and job characteristics. R&D Management, 17(2), 103-118.
    Gerpott, T. J., Domsch, M., & Keller, R. (1987). Career orientations of industrial R&D professionals in three countries: A comparative study of West German, British, and U.S. samples. Academy of Management Proceedings, 67-71.
    Hall, D. T. (1985). Project Work as an antidote to career plateauing in the declining engineering organization. Human Resource Management, 24(3), 271–92.
    Heilmann, S. G., Holt, D. T., & Rilovick, C. Y. (2008). Effects of career plateauing on turnover: A test model. Journal of Leadership & Organizational Studies, 15(1), 59-68.
    House, J. S. (1981). Work stress and social support. Reading, Mass: Addison-Wesley.
    Iverson, R. D., Olekalns, M., & Erwin, P. J. (1998). Affectivity, organization stressors, and absenteeism: A causal model of burnout and its consequences. Journal of Vocational Behavior, 52(1), 1-23.
    James, W. C. (2004). Marketing management implications of career plateauing. Problems and Perspectives in Management, 201-205.
    Jung, J., & Tak, J. (2008). The effects of perceived career plateau on employees’ attitudes. Journal of Career Development, 35(2), 187-201.
    Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
    Kanungo, R. N. (1979). The concept of alienation and involvement revisited. Psychological Bulletin, 86(1), 119-138.
    Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of Applied Psychology, 67(3), 341-349.
    Kaufmann, G. M., & Beehr, T. A. (1986). Interactions between job stressors and social support: Some counterintuitive results. Journal of Applied Psychology, 71(3), 522-526.
    Kim, S. W., Price, J. L., Mueller, C. W., & Watson, T. W. (1996). The determinants of career intent among physicians at a U.S. Air force hospital. Human Relations, 49(7), 947-976.
    Kottke, J. L., & Sharafinski, C. E. (1988). Measuring perceived supervisory and organizational support. Educational and Psychological Measurement, 48(4), 1075-1079.
    LaRocco, J. M., House, J. S., & French, J. R. P., Jr. (1980). Social support, occupational stress, and health. Journal of Health and Social Behavior, 21, 202-218.
    Lawler Ⅲ, E. E., & Hall, D. T. (1970). Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation. Journal of Applied Psychology, 54(4), 305-312.
    Lee, P. C. B. (2003). Going beyond career plateau: Using professional plateau to account for work outcomes. Journal of Management Development, 22(6), 538-551.
    Lemire, L., Saba, T., & Gagnon, Y. C. (1999). Managing career plateauing in the Quebec public sector. Public Personnel Management, 28(3), 375-391.
    Lentz, E., & Allen, T. D. (2009). The role of mentoring others in the career plateauing phenomenon. Group & Organizational Management, 34(3), 358-384.
    Leung, L., & Lee, P. S. N. (2005). Multiple determinants of life quality: The roles of internet activities, use of new media, social support, and leisure activities. Telematics and Informatics, 22(3), 161-180.
    Lodahl, T. M., & Kejner, M. (1965). The definition and measurement of job involvement. Journal of Applied Psychology, 49(1), 24-33.
    López, R. A. (1999). Las comadres as a social support system. Affilia, 14(1), 24-41.
    Maguire, L. (1991). Social support systems in practice: A generalist approach. Washington, D.C: NASW Press.
    Maimunah, I. (2008). Career Plateau: Constructs, consequences and coping strategies. European Journal of Social Sciences, 5(4), 111-120.
    Maslow, A. H. (1954). Motivation and Personality. New York: Harper & Row.
    McCleese, C. S., & Eby, L. T. (2006). Reactions to job content plateaus: Examining role ambiguity and hierarchical plateaus as moderators. Career Development Quarterly, 55(1), 64-76.
    McCleese, C. S., Eby, L. T., Scharlau, E. A., & Hoffman, B. H. (2007). Hierarchical, job content, and double plateaus: A mixed-method study of stress, depression and coping responses. Journal of Vocational Behavior, 71(2), 282-299.
    McMillian, R. (1997). Customer Satisfaction and Organizational Support for Service Providers. Unpublished doctoral dissertation, University of Florida.
    Messmer, M. (2000). Moving beyond a career plateau. National Public Accountant, 45(7), 20-21.
    Milliman, J. F. (1992). Causes, consequences, and moderating factors of career plateauing. Unpublished doctoral dissertation, University of Southern California.
    Mudrack, P. E. (2004). Job involvement, obsessive-compulsive personality traits and workaholic behavioral tendencies. Journal of Organizational Change Management, 17(5), 490-508.
    Near, J. P. (1985). A discriminant analysis of plateaued versus nonplateaued managers. Journal of Vocational Behavior, 26, 177-188.
    O’Brien, R. M. (2007). A caution regarding rules of thumb for variance inflation factors. Quality & Quantity, 41(5), 673-690.
    Ongori, H., & Agolla, J. E. (2009). Paradigm shift in managing career plateau in organization: The best strategy to minimize employee intention to quit. African Journal of Business Management, 3(6), 268-271.
    Orpen, C. (1983). The career patterns and work attitudes of plateaued and nonplateaued managers. International Journal of Manpower, 4(4), 32-37.
    Packard, B. W. L., & Babineau, M. E. (2009). From drafter to engineer, doctor to nurse: An examination of career compromise as renegotiated by working class adults over time. Journal of Career Development, 35(3), 207-227.
    Patchen, M. (1970). Participation, achievement and involvement on the job. NJ: Prentice Hall . 
    Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of Management, 12(4), 531-544.
    Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879-903.
    Rabinowitz. S., & Hall. D. T. (1977). Organizational research on job involvement. Psychological Bulletin, 84(2), 265-288.
    Rees, T., & Hardy, L. (2000). An investigation of the social support experiences of high-level sports performers. Sport Psychologist, 14(4), 327-347.
    Riordan, C. M., & Griffeth, R. W. (1995). The opportunity for friendship in the workplace: An underexplored construct. Journal of Business and Psychology, 10(2), 141-154.
    Robbins, S. P., & Judge, T. A. (2007). Organizational Behavior (12 ed). NJ: Pearson Education.
    Robbins, S. P. (2001). Organizational Behavior (9 ed). NY: Prentice Hall.
    Rosen, B. (1988). Corporate responses to obsolescence and plateauing : Current practices and policy gaps. Paper presented at the National Academy of Management meeting, Anaheim, CA., August.
    Rosenbaum, J. E. (1984). Career mobility in a corporate hierarchy. Orlando: Academic press.
    Rotenberry, P. F., & Moberg, P. J. (2007). Assessing the impact of job involvement on performance. Management Research News, 30(3), 203-215. 
    Rotondo, D.M., & Perrewe, P. L. (2000). Coping with a career plateau: An empirical examination of what works and what doesn't. Journal of Applied Social Psychology, 30(12), 2622-2646.
    Rotondo, D. (1999). Individual-difference variables and career-related coping. Journal of Social Psychology, 139(4), 458-471.
    Salami, S. O. (2010). Career plateauing and work attitudes: Moderating effects of mentoring others with Nigerian employees. Europe’s Journal of Psychology, 6(4), 71-92.
    Saleh, S. D., & Hosek, J. (1976). Job involvement: Concepts and measurements. Academy of Management Journal, 19(2), 213-224.
    Shirey, M. R. (2004). Social support in the workplace: Nurse leader implications. Nursing Economics, 22(6), 313-319.
    Shumaker, S. A., & Brownell, A. (1984). Toward a theory of social support: Closing conceptual gaps. Journal of Social Issues, 40(4), 11-36.
    Slocum Jr., J. W., Cron, W. L., Hansen, R., & Rawlings, S. (1985). Business strategy and the management of plateaued employees. Academy of Management Journal, 28(1), 133-154. 
    Syed, M. A. (2010). Personality hardiness, job involvement and job burnout among teachers. International Journal of Vocational and Technical Education, 2(3), 36-40.
    Tannenbaum, R. (1966). The concept of organizational climate. Personnel Psychology, 27, 465-467.
    Thoits, P.(1982). Conceptual, methodological, and theoretical problems in studying social support as a buffer against life stress. Journal of Health and Social Behavior, 23, 145-149.
    Tremblay, M., & Roger, A. (1993). Individual, familial, and organizational determinants of career plateau. Group & Organization Management, 18(4), 411-435.
    Tremblay, M., & Roger, A. (2004). Career plateauing reactions: The moderating role of job scope, role ambiguity and participation among Canadian managers. International Journal of Human Resource Management, 15(6), 996-1017.
    Tremblay, M., Roger, A., & Toulouse, J. (1995). Career plateau and work attitudes:An empirical study of managers. Human Relations, 48(3), 221-238.
    Turnley, W. H., & Feldman, D. C. (1999). A discrepancy model of psychological contract violations. Human Resource Management Review, 9(3), 367-386.
    Veiga, J. F. (1981). Plateaued versus nonplateaued managers: Career patterns, attitudes, and path potential. Academy of Management Journal, 24(3), 566-578.
    Wickramasinghe, V., & Jayaweera, M. (2010). Impact of career plateau and supervisory support on career satisfaction: A study in offshore outsourced IT firms in Sri Lanka. Career Development International, 15(6), 544-561.
    Xie, B. G., & Long, L. R. (2008). The effects of career plateau on job satisfaction, organizational commitment and turnover intentions. Acta psychological Sinica, 40(8), 927-938.
    口試委員
  • 羅英瑛 - 召集委員
  • 林豪傑 - 委員
  • 葉淑娟 - 指導教授
  • 口試日期 2014-06-05 繳交日期 2014-06-16

    [回到前頁查詢結果 | 重新搜尋]


    如有任何問題請與論文審查小組聯繫