發展性工作打造與發展性個別協議在歷練驅動人才發展之中介角色

The mediating role of developmental job crafting and developmental I-deals in experience-driven talent development

古今治理首重人才，人才之爭從古至今未曾停息，人才戰爭隨著少子化問題更加白熱化，若欲紓解人才短缺問題，需要把更多人當成人才來培養，特別是一般社會新鮮人，此乃本研究之動機所在。這是一篇實證研究，旨在探尋可能的人才發展路徑。研究變項主要為挑戰性任務、反思等發展要素，及工作投入、工作表現、離職傾向和發展潛力等發展成果，並結合主動性研究領域中的發展性工作打造與發展性個別協議作為中介變項。研究對象來自中國國辦、民間、外商等五家企業之入職後九個月的校園招募新人，包含一般校招和儲備幹部兩種招募途徑，採用橫斷性問卷調查法，共回收有效問卷495份，並使用探索性因素分析、驗證性因素分析及結構方程模式分析等統計方式。研究結果驗證了挑戰性任務和反思對關切效標的正向影響，並發現發展性工作打造和發展性個別協議在其中具有不同的中介作用，代表兩種不同的人才發展路徑。結合以上要素，提供企業組織在培育人才一種事半功倍的新思路。

 

This empirical study aims to verify experience-driven talent development and explore possible talent development paths. The variables primarily consist of developmental elements such as job challenges and reflection, as well as developmental outcomes such as work engagement, work performance, turnover intention, and development potential. Mediating variables from the proactivity research domain, such as developmental job crafting and developmental I-deals, are also considered. The research participants include new recruits on campus nine months after their employment from five companies in China. A cross-sectional questionnaire survey method was used, and a total of 495 valid responses were collected. Statistical methods, including exploratory factor analysis, confirmatory factor analysis, and structural equation modeling analysis, were utilized. The research results confirm the positive impact of job challenges and reflection on the concerned criteria, and found that developmental job crafting and developmental I-deals have distinct mediating effects, representing two different talent development paths.