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題名：某國際企業資深教育訓練人員之生涯敘說
書刊名：中華輔導與諮商學報
作者：李藹慈 引用關係
作者(外文)：Li, Ai-tzu
出版日期：2010
卷期：27
頁次：頁199-243
主題關鍵詞：生涯；敘事研究；國際企業；資深教育訓練人員；Career development；Multinational company；Narrative research；Senior trainer
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(1) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:1
  • 共同引用共同引用:36
  • 點閱點閱:54
本研究旨在瞭解資深教育訓練人員，在國際企業中的生涯進程及組織對其生涯發展的形塑歷程。本研究採用「敘事研究」的取徑，針對一國際企業中的三位女性資深教育訓練人員，進行深度訪談。研究結果發現，教育訓練非初始的生涯目標係由工作歷練發展出生涯定向；以「探索、適配、奠基、拓展、成熟」的發展脈絡，來建構其教育訓練專業的生涯發展歷程；生涯發展也是自我發現之旅，三人分別是「從挫折中突破自我，穩紮穩打的深耕者」、「求新求變、認真專注，積極進取的創新者」、以及「努力不懈、超越自我，從在地到全球的先驅者」；協助組織中的員工在其工作中創造出有意義的感覺，提升個人、群體甚至組織本身績效，是其投入專業生涯源源不絕的動力；個人做為一個能動的主體，其不斷精進向上的態度及特質，也是克服困難並勇往直前的推進力；以生涯發展為導向的人力資源管理體系、跨國界的生涯發展機會、獎勵的組織文化、與主管的支持，是三位教育訓練工作者專業生涯發展的基石。本研究針對研究結果，進行深入討論，並提供具體建議，以做為未來實務工作及研究方向之參考。
This study aimed to illustrate the career development process of the trainers and the organizational context in shaping their development. The study used a narrative approach to collect data derived from the interviews with three female senior trainers in a multinational company. The narrative analysis demonstrated that: (1) the female trainers did not choose training as their career goal at first; they gradually taught themselves and developed career foundations through the interaction with work and organizational contexts. (2) The development processes were categorized as exploration, fitting, foundation, expansion, and maturation. (3) The process of their career development was also a journal of self-discovery. (4) Informing and educating employees and connecting learning and performance was the motivation to persist on their professional career. (5) The attitude and personality of the female trainers were the driving force to success. (6) Career-based human resource development activities, cross-border career opportunities, and the supportive organizational culture were the most important factors that shaped the career development of the senior female trainers. Finally, suggestions for practice and future research based on the study's findings are are discussed.
期刊論文
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3.London, M.(1983)。Toward a theory of career motivation。Academy of Management Review，8(4)，620-630。  new window
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5.林天佑(20050400)。教育研究倫理準則。教育研究月刊，132，70-86。  延伸查詢new window
6.Van der Sluis, L. E. C.、Poell, Rob F.(2003)。The impact on career development of learning opportunities and learning behavior at work。Human Resource Development Quarterly，14(2)，159-180。  new window
7.吳芝儀(1999)。從建構論觀點探討當前台灣大學生的生涯價值。輔導季刊，35（1 ），42-54。new window  延伸查詢new window
8.林鉦棽、凌欣慧(2004)。生涯階段、專業承諾、組織承諾對組織退卻行為與公民行為的影響。管理研究學報，42（2 ），271-310。  延伸查詢new window
9.陳照明、萬榮水(2001)。跨組織發展生涯期望的管理意涵及台灣新進基層公務人員的實證。中國行政評論，10 （3 ），79-120。new window  延伸查詢new window
10.Bartlett, K. R.(2003)。Accidental trainers versus HRD professionals。Human Resource Development Quarterly，14(2)，231-234。  new window
11.Collin, A.(1998)。New challenges in the study of career。Personnel Review，27(5)，412-425。  new window
12.Davies, J.(1985)。Patterns and paradoxes of trainers’ career: The implications for the in-fluence of training。Journal of European Industrial Training，9 (2)，3-30。  new window
13.Gilbreath, B.(2008)。Creating career-conducive organizations: A primary intervention ap-proach。Advances in Developing Human Resources，10 (1)，8-31。  new window
14.Gilley, J.W.,、Eggland, S.(1989)。Hook, line and sinker.。Training & Development Journal，41(9)，22-28。  new window
15.Hall, D.T.(1976)。Career planning key to employee retention。Journal of Property Man-agement，65(5)，20-21。  new window
16.Hall, D. T.,、Nougaim, K.(1968)。An examination of Maslow’s need hierarchy in an or-ganizational setting。Organizational Behavior and Human Performance，3，12-35。  new window
17.Lips-Wiersma, M.,、Hall, D. T.(2007)。Orga nizational career development is not dead: A case study on managing the new career during organizational change。Journal of Or-ganizational Behavior，28(6)，771-792。  new window
18.Marquardt, M. J.,、Sofo, F.(1999)。Preparing human resources for the global economy。Advances in Developing Human Resources，4，3-21。  new window
19.McCullough, C.(2007)。Developing you!。Training & Development，61(12)，64-67。  new window
20.Rousseau, D. M.,、Greller, M. M.(1994)。Human resource practices: Administrative con-tract makers。Human Resource Management，33，385-401。  new window
21.Rowold, J.、Schilling, J.(2006)。Career-rela ted continuous learning: Longitudinal predic-tive power of employees’ job and career attitudes.。Career Development International，11(6)，489-503。  new window
22.Settle, T. J.(1995)。Evolution of a trainer。Training and Development，49，15-16。  new window
23.Swanson, R.A.,、Falkman, S. K.(1997)。Training delivery problems and solutions: Iden- tification of novice trainer problems and expert trainer solutions。Human Resource Development Quarterly，8(4)，305-314。  new window
24.Umiker, W.(1998)。Staff career development programs: The role of supervisors。The Health Care Supervisor，17(1)，12-16。  new window
25.Valkevaara, T.(2002)。Exploring the construction of professional expertise in HRD: Analysis of four HR developer’s work histories and career stories。Journal of European Industrial Training，26(2-4)，183-195。  new window
26.Weinstein, M.(2006)。Sex and money。Training，43(11)，26-27。  new window
會議論文
1.Boudreaux, M. A.(2001)。Career development: What is its role in human resource devel-opment?805-812。  new window
2.McDonald, K. S.,、Hite, L. M.(2005)。Reclaiming relevance: HRD and career develop-ment918-925。  new window
研究報告
1.諸承明(2008)。組織認同與專業認同對於雙軌生涯路徑選擇之影響—以組織誘因為干擾變項。new window  延伸查詢new window
學位論文
1.Knapp, S.(1995)。Reframing paradox: A grounded theory of career development in HRD。  new window
圖書
1.Swanson, R. A.、Holton III, E. F.(2001)。Foundations of Human Resource Development。San Francisco：Berrett-Koehler Publishers, Inc.。  new window
2.Polkinghorne, Donald E.(1988)。Narrative Knowing and the Human Sciences。Albany：The State University of New York Press。  new window
3.Hall, D. T.(1986)。Career development in organizations。San Francisco, C.A.：Jossey-Bass Publishers。  new window
4.Lieblich, Amia、Tuval-Mashiach, Rivka、Zilber, Tamar、吳芝儀(2008)。敘事研究：閱讀、詮釋與分析。嘉義市：濤石文化。  延伸查詢new window
5.Super, D. E.(1957)。The psychology of careers: an introduction to vocational development。Harper & Row。  new window
6.Gutteridge, T. G.、Leibowitz, Z. B.、Shore, J. E.(1993)。Organizational Career Development。San Francisco, CA：Jossey-Bass Publishers。  new window
7.Schein, E. H.(1978)。Career dynamics: Matching individual and organizational needs。Addison-Wesley。  new window
8.Moustakas, C. E.(1990)。Heuristic Research: Design, Methodology, and Applications。Sage。  new window
9.黃素菲、Larry Cochran, L(2006)。敘事取向的生涯諮商(Career counseling: A narrative approach. )。台北。  延伸查詢new window
10.Bard, R.(1987)。Mastering your role in HRD。Trainer’s professional development handbook。San Francisco。  new window
11.Hall, D.T.(2002)。Careers in and out of organizations。Thousand Oaks。  new window
12.Webster, L.,、Henderson, S. C.(1987)。Charting your HRD career。The trainer's professional development handbook。San Francisco。  new window
圖書論文
1.胡幼慧(1996)。質性研究的分析與寫成。質性研究：理論、方法及本土女性研究實例。臺北：巨流。  延伸查詢new window
2.Savickas, M. L.(2000)。Renovating the psychology of careers for the twenty-first century。The future of career。Cambridge University Press。  new window
 
 
 
 
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