The Relationship Study of Managers'' Career Development Program and Their Career Development Needs

• Main Authors: TSAI, HSIN-TUNG, 蔡信東
• Other Authors: Chao-Chuan Yu,Ph.D.
• Format: Others
• Language: zh-TW
• Published: 1997
• Online Access: http://ndltd.ncl.edu.tw/handle/23150387852953310143

碩士 === 東吳大學 === 企業管理學系 === 85 === An efficient career development program must satisfy individual needs and match human resource management in the organization at the same time , so as to make sure that the company gets the greatest growth.This study focuses on the correspondence between firms( career development programs for managers and career development needs of managers in Taiwan.In the study, career frustration is used as an indication which decides whether the both constructs correspond with each other well.Moreover it combines with traditional management development program to provide reference for desiging managers( career development program for industries.This research uses 286 managers in Taiwan industries as sample. And the results support that management ability training,, human resource planning system and promotion paths are emphasized mostly among the 18 items of current managers'' careeer deveipoment programs. In addition, the whole career development program and needs can be divided into four factors, i.e. training program, succession system, leaving guidence, along with career consultation. Among those , the former two factors are emphasized more than the others, and managers( needs for them are higher,too. However, different organization variables including industries, capital systems, employee numbers and areas will also influence these factors of managers( career development programs, with various degrees.In the ten items of career frustration, some with higher degrees are blanced reward and payment, free working arrangment, being a professional expert. And by factor analysis we can separate the ten into two factors. One is profession independence; the other is power status. Matnagers get more frustration from the formor. But different demographic variables including education background, industries years, company tenure, marriage and position are related to career frustration with various degrees. At last, canonical correlation analysis are used to find the relationship among career frustration , managers( career development program and companys( management development program. The result reveals that the less the company emphasizes the management development program, the more are the discrepancy of managers( career development needs. Then the career frustration will be more.