The Factorial Structure of Career Commitment and Its Impact on Employees' Promotion Intention

員工生涯承諾認知因素影響升遷意願研究

10.6572/JHHE.4(2).4

朱惠玲(Kay Hei-Lin Chu)

生涯承諾 ； 生涯投入 ； 生涯認同 ； 生涯進取 ； 升遷意願 ； career commitment ； promotion intention ； career advancement ； career input ； career identity

餐旅暨家政學刊

4卷2期（2007 / 06 / 01）

169 - 186

英文

本研究探討餐廳正職員工對於從事餐飲服務業爲事業的觀點，了解員工餐飲服務的生涯承諾認知，並進一步了解生涯承諾認知是否會影響員工在餐飲業的升遷意願。本研究以梁瑞安(1996)發展之生涯承諾模型爲依據，將生涯承諾分爲生涯投入，生涯認同，生涯進取等三個因素。本研究調查213位中部地區餐廳正職員工，發現員工可以清楚區別生涯承諾三個不同因素，並此三個因素對升遷意願有不同程度的影響。本研究進一步發現員工對三個生涯承諾因素的不同反應會衍生出不同的工作行爲模式。

This study examined restaurant employees' career commitment toward the food service profession. It confirmed the three-factor structure proposed by Leung (1996): career input, career identity, and career advancement. The results showed that these three factors contribute to promotion intention on different levels, and thereafter, employees develop different employment patterns. Among the three factors, career advancement has greatest impact on promotion intention. Employees whom score differently on three factors develop different employment behavior.

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