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題名：圓夢--國際觀光旅館餐飲部門高階主管之職涯發展
書刊名：餐旅暨家政學刊
作者：王瑤芬／洪久賢 引用關係
作者(外文)：Wang, Yao-fen／Horng, Jeou-shyan
出版日期：2008
卷期：5:2
頁次：頁139-162
主題關鍵詞：職涯發展；情境發展觀；非傳統職涯發展；國際觀光旅館；質性研究；Career development；Developmental-contextual perspectives；Non-traditional career development；Qualitative research
原始連結：連回原系統網址new window
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  • 被引用次數被引用次數:期刊(12) 博士論文(2) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:12
  • 共同引用共同引用:154
  • 點閱點閱:94
近幾年在成人職涯發展方面的研究頗受關注，但在餐旅業人員的職涯發展研究上略嫌不足，且有關餐旅業員工職涯發展或離職傾向的研究大多採量化的問卷調查法。本研究主要目的有：（1）了解國際觀光旅館餐飲部門高階主管人員的職涯發展觀。（2）了解我國國際觀光旅館餐飲部門高階主管人員的職涯發展情形。採質性研究方法，以深度抽樣(intensity samnling)、差異抽樣(variation sampling)及滾雪球抽樣(snowball sampling)三種抽樣方法尋得符合研究目的且能充分代表研究現象、提供豐富資訊的研究樣本十四位。以深度訪談爲主要蒐集資料的方法，將所獲得的資料進行質性資料的分析(Qualitative Data Analysis)，並以WinMax98pro版的質性資料分析電腦軟體協助編碼(coding)及資料的管理。本研究獲得之重要結果如下：1.我國國際觀光旅館餐飲部門高階主管人員職涯發展是自我學習成長、自我認知統整與自我實踐的歷程。2.「從業態度」是影響職涯發展的關鍵因素，其中個人對工作或行業的價值信念包括準備觀、適配觀、終生職涯觀。3.整體職涯發展呈現非傳統的職涯發展現象：多重軌跡的、自主性的、多重情境影響的。4.人群互動、工作樂趣、成就感是職涯承諾的最大支持力。根據研究結果，本研究對國際觀光旅館餐飲部門之職涯管理、個人的職涯規劃以及餐旅教育方面提出建議。
The main purposes of this study were to (a) understand the high-level manager's viewpoint toward career development at the food and beverage department of international tourist hotels; (b) understand the phenomena of career development for the high-level managers at the food and beverage department of international tourist hotels. The design of this study was qualitative, and mainly used in-depth interview to collect information about career development. The subjects for in-depth interview in this study were chosen by purpose sampling, including intensity sampling, variation sampling and snowball sampling, in order to look for the rich informants. Upon completion of interviews, there were a total of 14 qualified effective samples. After the data from in-depth interview were keyed into manuscripts and proof-read, the Qualitative Data analysis (QDA) began. The computer software for qualitative data analysis called WinMax98pro was used for coding and data management. According to the data analysis, the main findings were as follows: (1) high-level managers at F&B department viewed career development as the process of growing/experience, self-cognition and self-realization. (2) "Work attitude" was the key influential factor of career development, including the work value such as getting ready, person-to-organization fit, and careerism. (3) The career development of the high-level managers was non-traditional that included multiple career concepts, nonlinear dynamics, the self-evolving and influenced by multiple contexts. (4) The interpersonal interaction, work pleasure and job achievement were the powerful supports of career commitment. Finally, there were some recommendations were proposed for personal career planning, organizational career management and further research.
Other
1.Ladkin, A.(200)。Career analysis: a case study of hotel general managerial managers in Australia。  new window
期刊論文
1.Iverson, R. D.、Deery, M.(1997)。Turnover Culture in the Hospitality Industry。Human Resource Management Journal，7，71-82。  new window
2.Birdir, K.(2002)。General manager turnover and root causes。International Journal of Contemporary Hospitality Management，14(1)，43-47。  new window
3.劉明秋(19950600)。教師生涯發展態度分析之研究。臺南師院學報，28，115-151。new window  延伸查詢new window
學位論文
1.洪啟方(2003)。工作滿足與員工離職傾向關係之研究(碩士論文)。國立臺灣師範大學，臺北市。  延伸查詢new window
2.曾倩玉(1995)。國際觀光旅館員工工作滿足、工作績效與離職傾向關係之研究(碩士論文)。銘傳大學。  延伸查詢new window
3.潘亮如(2003)。國際觀光旅館餐廳主管工作滿足之研究(碩士論文)。東海大學。  延伸查詢new window
4.楊主行(2000)。國際觀光旅館員工對工作輪調與生涯發展關係之認知研究(碩士論文)。中國文化大學。  延伸查詢new window
5.邵小娟(2000)。旅館業、旅行業及航空業員工社會化與離職傾向關係之比較研究(碩士論文)。中國文化大學。  延伸查詢new window
6.曾麗實(1994)。國際觀光旅館基層員工工作壓力與離職傾向之研究：以臺北市國際觀光旅館餐飲部門為例(碩士論文)。中國文化大學。  延伸查詢new window
7.丁一倫(2003)。影響員工離職傾向因素之探討--以台中地區國際觀光旅館為例(碩士論文)。朝陽科技大學。  延伸查詢new window
8.游旻羲(2003)。國際觀光旅館內部行銷作為與員工工作滿足及離職傾向之研究--以台北市為例(碩士論文)。銘傳大學。  延伸查詢new window
圖書
1.Savickas, M. L.、Lent, R. W.(1994)。Convergence in career development theories: implications for science and practice。Palo Alto, CA：Consulting Psychologists press。  new window
2.Vondracek, F. W.、Lerner, R. M.、Schulenberg, J. E.(1986)。Career development: A life-span developmental approach。Hillsdale, NJ：Lawrence Erlbaum Associates。  new window
3.DeSimone, Randy L.、Harris, David M.(1998)。Human Resource Development。Harcourt Brace College Publishers。  new window
4.Schein, E. H.(1978)。Career dynamics: Matching individual and organizational needs。Addison-Wesley。  new window
5.金樹人(19970000)。生涯諮商與輔導。臺北市：東華書局。new window  延伸查詢new window
其他
1.Ng, C.W. ; Pine, R.(2003)。Women and men in hotel management in Hong Kong: perceptions of gender and career development issues。  new window
2.于曉平(1998)。雙親在資優生生涯發展的角色之研究。new window  延伸查詢new window
3.行政院主計處(2007)。人力運用調查統計。  延伸查詢new window
4.吳嘉琪(2006)。高職餐飲管理科應屆畢業生職業成熟度與職業生涯發展關係之研究--以台中縣私立高職為例。  延伸查詢new window
5.林英顏(1999)。國際觀光旅館員工訓練與離職傾向關係之研究。  延伸查詢new window
6.Arthur, N. ; McMahon, M.(2005)。Multicultural career counseling: Theoretical applications of the systems theory framework。  new window
7.Bloch, D.P.(2005)。Complexity, chaos, and nonlinear dynamics: A new perspective on career development theory。  new window
8.Brownell, J.(1994)。Women in hospitality management: general managers’ perceptions of factors related to career development。  new window
9.Burgess, J. R. D.(2002)。The new career mentality and psychological contract: Integrative theory and measurement。  new window
10.Chen, C.P.(2003)。Integrating perspectives in career development theory and practice。  new window
11.Finegold, D. ; Wagner, K. ; Mason, G.(2000)。National skill-creation systems and career paths for service workers: hotels in the United States, Germany and the United Kingdom。  new window
12.Gustafson, C.M.(2002)。Employee turnover: a study of private clubs in the USA。  new window
13.Hall, D. T. ; Moss, J. E(1998)。The new protean career contract: Helping organization and employees adapt。  new window
14.Hinkin, T. R. ; Tracey, J. B.(2000)。The cost of turnover。  new window
15.Ladkin, A. ; Riley, M.(1996)。Mobility and structure in the career paths of UK hotel managers: a labour market hybrid of the bureaucratic model?。  new window
16.Ladkin, A.(2000)。Vocational education and food and beverage experience: issues for career development。  new window
17.Lam, T. ; Lo, A. ; Chan, J.(2002)。New employees’ turnover intentions and organizational commitment in the Hong Kong hotel industry。  new window
18.Lashley, C.(2001)。Costing staff turnover in hospitality service organizations。  new window
19.Li, L. ; Leung, W. R.(2001)。Female managers in Asian hotels: profile and career challenges。  new window
20.Montross, D.H. ; Shinkman, C.J.(1992)。Career development: Theory & practice。  new window
21.Nebel, E. C. ; Lee, J.S. ; Vidakovic, B.(1995)。Hotel general manager career in the United States。  new window
22.Pietrofesa, J. J. ; Splete, H.(1975)。Career development: Theory and research。  new window
23.Rubin, J.(1997)。Gender, equality and the culture of organizational assessment。  new window
24.Ruddy, J.(1989)。Career development of hotel managers in Hong Kong。  new window
25.Stalcup, L. D. ; Pearson, T. A.(2001)。A model of the causes of management turnover in hotels。  new window
26.Stephens(1994)。Crossing internal career boundaries: The state of research on subjective career transitions。  new window
27.Taylor, M. S. ; Walsh, K.(2005)。Retaining management talent: what hospitality professionals want from their jobs。  new window
28.Vondracek, F. W. ; Reitzle, M.(1998)。The viability of career maturity theory: A developmental contextual perspective。  new window
29.Walsh, K. ; Taylor, M. S.(2007)。Developing in-house careers and retaining management talent: What hospitality professionals want from their jobs。  new window
圖書論文
1.鄒川雄(2005)。生活世界與默會知識：詮釋學觀點的質性研究。質性研究方法與資料分析。嘉義：南華大學教育社會學研究所。  延伸查詢new window
 
 
 
 
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