基層單位主管對新舊世代之一般大學與技職體系畢業員工工作績效之研究－以高科技產業為例

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Title:	基層單位主管對新舊世代之一般大學與技職體系畢業員工工作績效之研究－以高科技產業為例
Other Titles:	JOB PERFORMANCE EVALUATION TOWARD GENERAL UNIVERSITY AND INSTITUTE OF TECHNOLOGY GRADUATED STAFF IN CURRENT/OLDEN GENERATION BY UNIT CHIEF--BASED ON HIGH-TECH INDUSTRY
Authors:	黃麗珠 Huang, Li-chu
Contributors:	管理科學研究所應立志 Li-chih Ying
Keywords:	平衡計分卡;工作績效 Balance Scorecard;Job Performance
Date:	2005
Issue Date:	2015-07-31 15:39:38 (UTC+8)
Abstract:	在高科技產業的人力供給中，基層之單位主管對一般大學與技職體系畢業之基層員工的工作績效是否同樣感到滿意，而滿意程度是否與人口統計變項有關，為本研究所關心的議題。　　　本研究嘗試採平衡計分卡為工具，以平衡計分卡四構面對新舊世代之一般大學與技職體系畢業員工工作績效進行評估，探討基層單位主管對此兩種體制畢業之新舊世代工作者之工作績效滿意的情形，提供高科技產業人力資源管理之用，並同時提供給已進入或預備進入職場工作者做為個人能力改進之參考。　　　研究結果顯示：技職體系畢業員工在財務、顧客構面之工作績效評估低於一般大學畢業員工，尤以技職體系畢業員工在與顧客之溝通協調能力、服務態度等應多做加強，一般大學畢業員工則在作業程序熟練度及技術發揮上應多做加強；而此兩類員工在內部流程、學習成長構面之工作績效評估並無明顯差異。同時，員工工作績效之衡量結果會因主管學歷、服務年資不同而有所差異，尤其以學歷越高之主管對員工工作績效之滿意度會越低。　　This research focuses on whether entry level supervisors in the high-tech industry have the same level of satisfaction regarding the work performance of university and polytechnic graduates, and whether the level of satisfaction is related to population statistical variables. 　　　Using balance scorecard as an evaluation tool, this research attempts evaluate the work performance of university and polytechnic graduates from both younger and older generations using the 4 aspects of balance scorecard, and investigate entry level supervisors’ level of satisfaction regarding the work performance of younger and older generation employees graduating from these two systems. The results will be used in high-tech industry human resources management, and will also serve as a reference for people who are already working or are prepared to enter the workplace, in order to improve their personal capabilities. 　　　The research results indicated that the work performance of polytechnic graduates is lower than that of university graduates in the areas of finance and customer relations; the communication and negotiation skills and service attitudes of polytechnic graduates require particular attention. Familiarity in operational procedure and technical development needs to be reinforced in university graduates . There are no significant differences in work performance in the areas of internal procedures and learning to grow. At the same time, employees’ evaluation results differ according to differences in supervisors’ academic background and seniority. Usually supervisors with higher academic achievement will be less satisfied about employees’ work performance.
Appears in Collections:	[Department of Business Administration, Master/Ph.D Program in Management Sciences] Disserations and Theses(Master and Doctoral Program in Management Sciences)

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