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• Main Authors: Chia-Chen Chiang, 蔣佳蓁
• Other Authors: Jihn-Chang Jehng
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/ru6v83

碩士 === 國立中央大學 === 人力資源管理研究所在職專班 === 105 === Abstract “Promotion" is one of the main concerns and there are lots of discussions in human resource field within the enterprise. For organizations and individuals, “Promotion" plays an important role and has its significance in talent sorting and talent incentives. Furthermore, the decision of promotion candidates is one of the critical factors that affect whether the organizations could achieve goals or not. The research results are mainly intended to establish a forecasting model that can provide important guidelines to select supervisors. This research aims to explore the key factors in promotion for supervisor and adopts logistic regression to analyze the relationships among “supervisor promotion”, “job performance results”, “competence results” and “personal factors”. The research samples are 195 engineers and administrators with at least seven years internal seniorities in the case company. The results show that supervisor promotion has a positive correlation with job performance results and managerial competence results which means the better job performance and managerial competence they have, the more probability they will be promoted to supervisors. In addition, supervisor promotion holds a negative correlation with “age” and “education background” and a positive correlation with “grade seniorities” and “English ability”. Keywords: Promotion, Job performance, Competence, Core competence, Managerial competence.