人力資源發展工作者職涯階段與專業素養指標關係之研究

A Relationship on the Career Stage and Professional Literacy Indicators for HRD

賴怡頻(Lai,Yipin)

指導教授 ： 李藹慈

國立中正大學/教育學院/成人及繼續教育學系/碩士(2012年)

摘要

本研究旨在探討目前國內專業素養指標表現與職涯階段之現況及相關分析。研究目的如下：
（一） 探討人力資源發展工作者其專業素養指標表現與職涯階段現況。
（二） 探討職涯階段對人力資源發展工作者專業素養指標表現上差異情形。
（三） 探討人口背景變項對人力資源發展工作者專業素養指標表現上差異情形。
（四） 探討人口背景變項與人力資源發展工作者職涯階段上之相關情形。
（五） 分析職涯階段與人口背景變項對人力資源發展工作者專業素養指標之相關情形。
研究方法為問卷調查法，共回收520問卷，所得資料透過獨立樣本t檢定、單因子變異數分析（one-way ANOVA）、多項式邏輯式迴歸分析（polynomial logistic regression ）、多元迴歸（multiple regression）完成此研究。
研究結論如下：
（一）受試者中將近五成的HRD工作者目前職涯階段處於建立階段。
（二）HRD工作者在專業成長、人際能力專業素養表現較為出色，而在管
　　　理能力、整合規劃能力上略差。
（三）25歲-35歲的HRD工作者大多處在建立階段。
（四）探索階段的HRD工作者在各項專業素養指標均低於其他階段。
（五）男性在企業管理知能之管理能力、HRD專業知能之HRD專業技術能
　　　力、及HRD專業知能之整合規劃能力上優於女性HRD工作者。
（六）25歲以下HRD工作者在各項專業素養指標均低於其他年齡。
（七）主修人力資源相關科系HRD工作者在專業信念、專業認同、企業管
　　　理知能、HRD專業知能之HRD專業技術能力指標表現顯著優於非主修相關科系者。
（八）現任服務年資4年以上、總年資8年以上HRD工作者、高階主管以
　　　及曾具有非HR工作經驗的HRD工作者者在專業素養表現上皆較為出色。
（九）HRD服務年資、總年資HRD在2-4年之間的工作者在專業成長指標最低。
（十）事金融業HRD工作者與專業信念指標顯著優於製造業，於專業成長指標
　　　及HRD專業知能之HRD專業技術能力指標顯著優於服務業；而製造業HRD工作者則於心智能力指標顯
著優於服務業。
（十一）具有非HR相關工作經驗的HRD工作者在各項專業素養指標上皆優於
不曾具有非HR相關工作經驗者。
（十二）主管階層且總年資愈長的HRD工作者在專業認同、心智能力、整合規
　　　　劃能力層面的表現愈佳。
（十三）主管階層的HRD工作者人際能力、企業組織導向的表現較為出色。
（十四）主管階層、職涯階段越高的HRD工作者在企業管理知能之管理能力的表現愈佳。
（十五）主管階層、職涯階段愈高且總年資愈長的HRD工作者在專業信念層面的表現愈佳。
（十六）主修HR專業科系、主管階層且總年資越高的HRD工作者在HRD專業技術能力的表現愈佳。
（十七）主管階層、主修HR相關科系且職涯階段越高的HRD工作者在專業成長層面的表現愈佳。
　　 最後，根據研究結論，對HRD工作者、企業界及後續研究提出具體建議。

關鍵字

職涯階段 ； 專業素養指標

並列摘要

This study was to analyze a Relationship on the Career Stage and Professional Literacy Indicators for HRD. The goals were as follows:
1.investigate the status of Professional Literacy Indicators for HRD and career stage
2.investigate the circumstances of the career stage of the differences in the
professionalism index performance of HRD
3.explore differences in feelings of demographic background variables on the
performance of HRD Professional Literacy Indicators
4.explore demographic background circumstances related items and HRD career
stage.
5.analysis of career stages and demographic background variables Professional
Literacy Indicators of HRD Relevant circumstances.

The research methodology for the survey method, the recovery of a total of 520 questionnaires, information obtained through independent sample t test, single-factor analysis of variance (one-way ANOVA) ,polynomial logistic regression analysis (polynomial logistic "Regression"), the completion of the multiple regression (multiple regression)

The conclusions were summarized as follows:
1.Almost half the career stage of HRD is in the establishment phase.
HRD workers in professional growth, interpersonal competence professionalism
2.performance more outstanding, and in the tube. Management capabilities, integrated planning capacity slightly worse.
3.The 25-year-old -35 years old the HRD mostly in the establishment phase.
4.The exploratory stage HRD Professional Literacy Indicators were lower than the
other stages.
5.Men in the management capabilities of enterprise management knowledge, HRD
professional knowledge HRD professional technology. Force, and the the HRD professional knowledge integration planning capacity than women HRD.
6.Under the age of 25 HRD workers in Professional Literacy Indicators were lower
than those of other age.
7.Major human resources department the HRD workers in professional beliefs, professional identity, corporate,management knowledge, the HRD professional knowledge HRD professional technical capacity indicators performance significantly better than those not majoring in a related field.
8.The current years of service for more than four years, the total years of more than 8 years the HRD workers, executivesAnd had experience with non-HR the HRD workers who are more outstanding professionalism performance.
9.HRD years of service, workers the total seniority HRD in between 2-4 years minimum professional growth indicators.
10.Things financial sector the HRD workers with the the professional beliefs indicators significantly better than the manufacturing sector, professional growth indicatorsand HRD the HRD professional knowledge of professional technical capacity of the indicators significantly better than the service sector; while manufacturing the HRD is significantly better than the service sector mental capacity indicators.
11.The HRD workers with non-HR related work experience professionalism indicators are better than has not had a non-HR related work experience.
12.Competent strata and the total years longer HRD workers in professional identity, mental capacity, integrated regulation Planning capability level the better the performance.
13.The competent strata HRD Workers interpersonal skills, business organization oriented more outstanding performance.
14.Competent strata, the better performance the higher the stage of career the HRD workers in the enterprise management knowledge management capabilities.
15.The higher the competent strata career stage and total years longer HRD workers the better performance at the level of the professional beliefs.
16.Major HR professional departments, competent strata and higher total years HRD workers the better performance in the the HRD professional technical ability.
17.The competent strata, majoring in HR related departments and the higher the stage of career the HRD workers in the performance of professional growth levels the better.

Finally, according to the conclusions of the HRD workers, the business community and the follow-up study to make specific recommendations.

並列關鍵字

Career Stage ； Professional Literacy Indicators

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