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职涯停滞对工作投入的影响:社会支持的调节效果

【中文摘要】:随着企业改变营运模式,职涯停滞的现象普遍存在许多企业中,不管在哪间公司,员工都有可能面临职涯停滞。先前研究已显示职涯停滞会对员工和组织造成负面影响。因此,企业必须重视这项问题,并妥善处理,减缓职涯停滞对员工所造成的负面影响。
本研究主要探讨职涯停滞 (阶层型停滞、工作内容型停滞) 与工作投入的关係,以及检视社会支持 (直属主管、同事、亲友) 是否

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在职涯停滞 (阶层型停滞、工作内容型停滞) 与工作投入的关係具有调节效果。本研究採用便利抽样方式进行问卷调查,以不分产业之正职业界人士作为研究样本 (排除职称变动较快之保险业),回收有效问卷为251份,有效回收率约为71%。
研究结果显示,当员工面临工作内容型停滞时,会降低员工对工作投入的程度。在调节效果方面,当员工知觉到直属主管所提供的高度支持时,阶层型停滞与工作投入的负向关係会转变为正向关係。另一方面,当员工知觉到亲友所提供的高度支持时,会减缓工作内容型停滞与工作投入的负向关係。
根据研究结果,本研究建议:1.企业可透过工作轮调、工作丰富化与授权的方式,来改善员工对工作内容停滞的感受,藉以提升员工工作投入;2.直属主管可透过教育训练相关课程与沟通管道的设计,改善与员工之间的关係,且协助面临阶层型停滞的员工重新规划职涯发展计划,提高工作投入的程度;3.企业应提供家庭友好的活动,拉进员工与亲友的关係。最后,本研究建议未来研究者可探讨在何种情境下,职涯停滞会对员工工作投

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入的程度或其他结果变项造成正面影响,让此领域的相关研究能更完善。
【英文摘要】: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 car

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eer 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.
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  • 来源:中山大学;作者:柯旻君
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