學位論文

Permanent URI for this collectionhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/73861

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Subject: search.filters.subject.psychological capital

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    Music Engagement in Taiwan's High-tech Industry
    (2021) 林怡萱; Lin, Yi-Hsuan
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    心理資本與職涯成功關係之探討：職涯資本的中介效果
    (2013) 黃柏翔; Po-Hsiang Huang
    本研究旨在探討心理資本、職涯資本與職涯成功之間的關聯性，並以職涯資本為中介變項。研究採用問卷調查法，研究對象為北臺灣大學校園徵才與就業博覽會中廠商的招募人員，共計416名。資料分析藉由SPSS及AMOS統計軟體進行階層迴歸分析檢驗模型的中介效果。研究結果顯示: (1) 心理資本對職涯成功具有正向影響關係；(2) 心理資本對職涯資本具有正向影響關係；(3) 職涯資本對職涯成功具有正向影響關係；(4) 職涯資本對心理資本影響職涯成功具有部分中介效果。最後根據研究結果討論本研究意義和價值，並對未來研究及企業人力資源實務提出建議。
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    An Empirical Study of Training and Development, Psychological Capital, Employee Job Satisfaction and Organizational Commitment in a Public Organization: Evidence from The Gambia Revenue Authority
    (2015) 施愛娃; Awa Sillah
    A well-organised human resource development programme is a critical strategy for public organizations, as in the coming years human capital will increasingly play a significant role in organizational development. Notwithstanding, the human resource commitment and turnover is one of the biggest concerns of organizations especially in the 21st century. This study was conducted in The Gambia to explore strategies that public organizations could consider for increasing employees’ commitment behavior in order to achieve national development mandates. Thus, this study departing from the emphasis in prior behavioral research developed a framework of organizational commitment that incorporates training and development, employee job satisfaction and psychological capital. The analyses of the data collected from 257 employees of The Gambia Revenue Authority indicated that training and development and organizational commitment are associated positively, and that, employee job satisfaction and psychological capital partially mediates the relationship. This research used a quantitative research paradigm, and prior to the data collection, the study adopted validated measurement instruments from previous researchers who have conducted studies on these constructs. Thus, to confirm their suitability, the instruments have gone through the process of face validity, pilot study and construct reliability. The data was analyzed using SPSS 22 and Amos to compute descriptive statistics, confirmatory factor analysis, correlations, linear and multiple regressions. Thus, this study may lead to a better understanding as regards to how human resource development practitioners can design policies that may enhance organizational commitment behaviors in public enterprises. Based on the results of this study, practical and theoretical implications were discussed.