The harmonious meshing of employee career development needs and corporate
missions, goals, and objectives is a necessity for the growth and maintenance of both the
individual and the organization. This study was designed to investigate Taiwan Power
Company (TPC) white-collar employees?? perceptions of career development program
needs. The purposes of the study were (a) to identify the perceptions of career
development program needs; (b) to explore the underlying constructs among current and
future positions in regard to the employee??s perceptions of career development program
needs; (c) to investigate the differences among perceptions of career development needs;
(d) to determine whether or not differences among perceptions of career development
program needs exist among respondents who differ in terms of gender, age, and
education; and (e) to discover if individuals who differ in terms of job functions and job
roles have different opinions on whether the selected career development programs were
already provided or should be provided by the company.This study was conducted using a questionnaire. The data were collected from a
stratified random sample of 1,636 white-collar employees in the TPC. A response rate of
82.5% resulted in a final sample of 1,351 respondents.
The content validity of the questionnaire was established via expert opinion and the
internal consistency of the instrument was calculated using Cronbach??s ??. Frequency
counts, central tendencies and standard deviations were used in the descriptive analysis
of the current and future position data. Principle factor analysis with Varimax rotation
revealed six constructs for the current position data. Similar factor analytical results were
obtained for the future position data. Two-way MANOVAs with Descriptive
Discriminant Analysis and univariate ANOVAs, with REGWF when appropriate, were
used to probe significant main effects. Chi-square tests were employed to answer the
research questions regarding the perceptions of whether the 33 career development
programs were already provided or should be provided by the company. Differences in
terms of current and future positions were obtained for individuals who were classified
by job function, job role, gender, age, and education. Twelve conclusions were generated
and specific career development practices were suggested.
| Identifer | oai:union.ndltd.org:tamu.edu/oai:repository.tamu.edu:1969.1/2430 |
| Date | 29 August 2005 |
| Creators | Lee, Yi-Hsuan |
| Contributors | Paprock, Kenneth E. |
| Publisher | Texas A&M University |
| Source Sets | Texas A and M University |
| Language | en_US |
| Detected Language | English |
| Type | Book, Thesis, Electronic Dissertation, text |
| Format | 2275374 bytes, electronic, application/pdf, born digital |
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