| Summary: | 碩士 === 國立高雄師範大學 === 成人教育研究所 === 100 === This study aims to explore the relations among manpower fit , organizational learning and organizational effectiveness at the Bank of Taiwan. It is hoped that the study results and proposals can be referred to by future researchers so that a better manpower fit can be made, willingness of organizational learning advanced and organizational effectiveness elevated.
The study conclusions showed that:
1. There was a high level of perception in manpower fit , and in regard to this factor, the perceived level of Personality Fit was higher.
2. There was a high level of perception in organizational learning, and in regard to this factor, the perceived level of Self Learning was higher.
3. There was a high level of perception in organizational effectiveness, and in regard to this factor, the perceived level of Professional Growth was higher.
4. For employees who are married, worked longer, have management positions or work in other sections, their perception regarding manpower fit is higher.
5. For employees who are married and have management positions, their perception regarding organizational learning is higher.
6. For employees who are married and have college or university degrees, or work in other sections, their perception regarding organizational effectiveness is higher.
7. The stronger the cognition of manpower fit, the better the organizational learning status.
8. There was a significant anticipation in manpower fit and organizational learning for organizational effectiveness; among them, System Thinking can better reflect organizational effectiveness.
The study’s conclusions and proposals at the Bank of Taiwan can be referred to by future researchers in order to obtain a better understanding of manpower fit, organizational learning and organizational effectiveness.
|
|---|
