圓夢－國際觀光旅館餐飲部門高階主管之職涯發展

Make a Dream Come True: The Career Development of High-level Managers at the F & B Department of International Tourist Hotels

王瑤芬(Yao-Fen Wang) ； 洪久賢(Jeou-Shyan Horng)

《餐旅暨家政學刊》 5卷2期 (2008/08) Pp. 139-162

https://doi.org/10.6572/JHHE.5(2).2

摘要

近幾年在成人職涯發展方面的研究頗受關注，但在餐旅業人員的職涯發展研究上略嫌不足，且有關餐旅業員工職涯發展或離職傾向的研究大多採量化的問卷調查法。本研究主要目的有：(1)了解國際觀光旅館餐飲部門高階主管人員的職涯發展觀。(2)了解我國國際觀光旅館餐飲部門高階主管人員的職涯發展情形。採質性研究方法，以深度抽樣(intensity samnling)、差異抽樣(variation sampling)及滾雪球抽樣(snowball sampling)三種抽樣方法尋得符合研究目的且能充分代表研究現象、提供豐富資訊的研究樣本十四位。以深度訪談爲主要蒐集資料的方法，將所獲得的資料進行質性資料的分析(Qualitative Data Analysis)，並以WinMax98pro版的質性資料分析電腦軟體協助編碼(coding)及資料的管理。本研究獲得之重要結果如下：1．我國國際觀光旅館餐飲部門高階主管人員職涯發展是自我學習成長、自我認知統整與自我實踐的歷程。2．「從業態度」是影響職涯發展的關鍵因素，其中個人對工作或行業的價值信念包括準備觀、適配觀、終生職涯觀。3．整體職涯發展呈現非傳統的職涯發展現象：多重軌跡的、自主性的、多重情境影響的。4．人群互動、工作樂趣、成就感是職涯承諾的最大支持力。根據研究結果，本研究對國際觀光旅館餐飲部門之職涯管理、個人的職涯規劃以及餐旅教育方面提出建議。

關鍵字

職涯發展 ； 情境發展觀 ； 非傳統職涯發展 ； 國際觀光旅館 ； 質性研究

並列摘要

The main purposes of this study were to (a) understand the high-level manager's viewpoint toward career development at the food and beverage department of international tourist hotels; (b) understand the phenomena of career development for the high-level managers at the food and beverage department of international tourist hotels. The design of this study was qualitative, and mainly used in-depth interview to collect information about career development. The subjects for in-depth interview in this study were chosen by purpose sampling, including intensity sampling, variation sampling and snowball sampling, in order to look for the rich informants. Upon completion of interviews, there were a total of 14 qualified effective samples. After the data from in-depth interview were keyed into manuscripts and proof-read, the Qualitative Data Analysis (QDA) began. The computer software for qualitative data analysis called WinMax98pro was used for coding and data management. According to the data analysis, the main findings were as follows: (1) high-level managers at F&B department viewed career development as the process of growing experience, self-cognition and self-realization. (2) ”Work attitude” was the key influential factor of career development, including the work value such as getting ready, person-to-organization fit, and careerism. (3) The career development of the high-level managers was non-traditional that included multiple career concepts, nonlinear dynamics, the self-evolving and influenced by multiple contexts. (4) The interpersonal interaction, work pleasure and job achievement were the powerful supports of career commitment. Finally, there were some recommendations were proposed for personal career planning, organizational career management and further research.

並列關鍵字

Career development ； Developmental-contextual perspectives ； Non-traditional career development ； Qualitative research

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人力運用調查統計

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