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員工個人背景、人格特質與成就動機對生涯策略之關係 = Relations...

國立高雄大學高階經營管理碩士在職專班(EMBA)

員工個人背景、人格特質與成就動機對生涯策略之關係 = Relationship of Employee Background, Personality Traits and Achievement Motivation to Career Strategies：A Case of Contractors in Southern Taiwan : 以臺灣南部派遣人員為例

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	Relationship of Employee Background, Personality Traits and Achievement Motivation to Career Strategies：A Case of Contractors in Southern Taiwan
副題名:	以臺灣南部派遣人員為例
作者:	羅美齡,
其他團體作者:	國立高雄大學
出版地:	[高雄市]
出版者:	撰者;
出版年:	2012[民101]
面頁冊數:	43面圖，表格 : 30公分;
標題:	派遣人員
標題:	dispatched worker
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/48665034292291923287
附註:	參考書目：面33-35
其他題名:	員工個人背景人格特質與成就動機對生涯策略之關係
其他題名:	以臺灣南部派遣人員為例
摘要註:	「派遣人力」為因應經濟環境改變而產生的勞動型態，在臺灣的公部門同樣運用著大量的派遣人員，研究臺灣政府運用派遣人力的相關研究相當的多，但研究服務於公部門的派遣人員採用的生涯策略則相對缺乏，本研究以派駐於南臺灣公部門的派遣人員為研究對象，目的在了解派遣人員之個人背景、人格特質與成就動機對生涯策略的影響，本研究對295位派遣人員進行問卷施測，回收有效問卷144份，統計分析後發現有三點：一、人格特質具有「外向性」、「開放性」與「親和性」者，其較會採取「建立網絡」之生涯策略。二、人格特質具有「外向性」、「開放性」與「嚴謹自律性」者，其較會採取「創造機會」之生涯策略。三、高成就動機者生涯策略採用「創造機會」與「建立網絡」較低成就動機者顯著。本研究分別對派遣單位、要派單位與派遣人員三部份提出建議：一、對派遣單位的建議有三點：(一)派遣人員的個人背景對其採用之生涯策略無顯著影響。(二)人格特質具「外向性」與「開放性」者與高成就動機者，偏好之生涯策略有助於其快速融入工作崗位，徵選派遣人員時可著重上述特質。(三)善用派遣人員生涯策略採用「建立網絡」者，加以建構離職管理，可迅速解決臨時職缺或職務代理人問題。二、對要派單位的建議有二點：(一)建置派遣人員之獎勵制度與退場機制，促使派遣人員更加積極發展。(二)針對派遣人員採用生涯策略之屬性，安排其職位可朝業務開發或行銷之工作為主。三、對派遣人員的建議有二點：(一)派遣人員自行訂定績效與服務品質目標，以期提升整體表現。(二)生涯策略採用「創造機會」與「建立網絡」較不易呈現工作績效，故派遣人員若可積極表現，將可改善要派單位對派遣人員的評價。 The rise of dispatch manpower is a labor pattern used to react to the economic circumstances of change. A great amount of dispatch workers has been used in Taiwan’s public sectors. Numerous researches on how the government sectors utilized dispatch manpower have been done; however, previous studies pay less attention to the career strategies adopted by dispatch workers in public sectors. This research sets the dispatch workers in Southern Taiwan’s public sectors as an object of study. The purpose is to understand the effects of their personal background, traits and achievement motivation on their career strategies. A total of 295 copies of questionnaires were conducted with a valid return of 144 copies. After the statistical analysis, the findings summarized as follows. A. Those who are “extroverted”, “open-minded” and “amiable” are more likely to adopt the “Networking” career strategy. B. Those who are “extroverted” , “open-minded” and “self-disciplined” tend to adopt the “creating opportunities” as the strategy. C. Subjects in high achievement motivation adopt “creating opportunities” and “networking” as their career strategies more significantly than those in low achievement motivation. Suggestions from this study are as follows: For the sending agencies (A) The dispatched personnel’s background has no notable influence on his career strategies. (B)The favorite career strategies are good for those with “extroverted” and “open-mined” traits and subjects in high achievement motivation to integrate into their job easily. Thus, on selecting the dispatched workers, it could make use of these traits. (C)Make advantage of the dispatched workers in “networking” career strategy to construct the turnover management in order to solve the issues of temporaries or the deputies efficiently. For the receiving organization (A)Establish an incentive system and exit mechanism to stimulate the dispatched workers’ performance more aggressively. (B)Based on his career strategies, arrange the personnel’s position mainly toward business development and marketing. For the sending personnel (A)The dispatched worker, themselves, set goals of job performance and service quality to boost the overall performance. (B)Using “creating opportunities” and “networking” as a career strategy aren’t easy to show the job performance. Therefore, if the dispatched workers show performance aggressively, they would obtain a higher appraisal from the organization.

員工個人背景、人格特質與成就動機對生涯策略之關係 = Relationship of Employee Background, Personality Traits and Achievement Motivation to Career Strategies：A Case of Contractors in Southern Taiwan : 以臺灣南部派遣人員為例
羅, 美齡

員工個人背景、人格特質與成就動機對生涯策略之關係 = Relationship of Employee Background, Personality Traits and Achievement Motivation to Career Strategies：A Case of Contractors in Southern Taiwan : 以臺灣南部派遣人員為例 / 羅美齡撰 - [高雄市] : 撰者, 2012[民101]. - 43面 ; 圖，表格 ; 30公分.
參考書目：面33-35.
派遣人員dispatched worker

員工個人背景、人格特質與成就動機對生涯策略之關係 = Relationship of Employee Background, Personality Traits and Achievement Motivation to Career Strategies：A Case of Contractors in Southern Taiwan : 以臺灣南部派遣人員為例
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