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碩士 === 國立中央大學 === 人力資源管理研究所 === 102 === In the career, women face not only the external factors(ex: discrimination, sexual harassment), but internal factors(ex: not attribute their success to their ability). Therefore, even if women’s performance is better than men’s, but nowadays the ratios of wome...
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Online Access: | http://ndltd.ncl.edu.tw/handle/01110088588187521628 |
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ndltd-TW-102NCU050070872015-10-13T23:55:41Z http://ndltd.ncl.edu.tw/handle/01110088588187521628 none 探討賦權與女性職涯成功之關聯性 以女性自我效能為中介變項 Pei-yu Peng 彭珮瑜 碩士 國立中央大學 人力資源管理研究所 102 In the career, women face not only the external factors(ex: discrimination, sexual harassment), but internal factors(ex: not attribute their success to their ability). Therefore, even if women’s performance is better than men’s, but nowadays the ratios of women on high level position are lower than men. In this situation, few thesis focus on what human resource practice could motivate and enhance women’s internal power, and overcome the obstacle from the career, to promote women’s career success. This study research whether empowerment could increase the women’s self-efficacy, and whether women’s self-efficacy is as a mediator between empowerment, women’s subjective career success, and women’s objective career success. Therefore, working women are the main subject in this study, and there are 224 questionnaires returned effectively. The study methods are consistency analysis, relationship analysis, and hierarchical regression analysis. The results indicated: 1. Empowerment and women’s subjective career success are positive significant relationship. Empowerment and women’s objective career success are negative significant relationship. 2. Empowerment and women’s self-efficacy are positive significant relationship. 3. Women’s self-efficacy is not a mediator between empowerment and women’s subjective career success, and objective career success. Mei-yu Fang 房美玉 2014 學位論文 ; thesis 52 zh-TW |
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碩士 === 國立中央大學 === 人力資源管理研究所 === 102 === In the career, women face not only the external factors(ex: discrimination, sexual harassment), but internal factors(ex: not attribute their success to their ability). Therefore, even if women’s performance is better than men’s, but nowadays the ratios of women on high level position are lower than men. In this situation, few thesis focus on what human resource practice could motivate and enhance women’s internal power, and overcome the obstacle from the career, to promote women’s career success.
This study research whether empowerment could increase the women’s self-efficacy, and whether women’s self-efficacy is as a mediator between empowerment, women’s subjective career success, and women’s objective career success. Therefore, working women are the main subject in this study, and there are 224 questionnaires returned effectively.
The study methods are consistency analysis, relationship analysis, and hierarchical regression analysis. The results indicated:
1. Empowerment and women’s subjective career success are positive significant relationship. Empowerment and women’s objective career success are negative significant relationship.
2. Empowerment and women’s self-efficacy are positive significant relationship.
3. Women’s self-efficacy is not a mediator between empowerment and women’s subjective career success, and objective career success.
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Mei-yu Fang |
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Mei-yu Fang Pei-yu Peng 彭珮瑜 |
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Pei-yu Peng 彭珮瑜 |
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Pei-yu Peng 彭珮瑜 none |
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Pei-yu Peng |
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2014 |
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http://ndltd.ncl.edu.tw/handle/01110088588187521628 |
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