The Relationship Between Competence Management System and Job Satisfaction-Contingent Roles of Self-Efficacy and Job Characteristics.

[[abstract]]企業在未來十年所面臨的眾多挑戰中，不可避免的將從全球競爭開始蔓延到人才競爭。如何甄選適配人才，同時進行人才之管理之策略選擇，正是攸關企業能否擁有自我核心優勢之關鍵成功因素。因此以職能為基礎之策略性人力資源管理逐漸受到重視，職能管理系統為一套完整之人才策略選擇與評估績效之前瞻性管理工具，其能持續不斷的為企業創造價值，驅動人才適才適所，並培育員工本身具備有足夠的能力去為公司創造利潤。 本研究首先探討員工對實施職能管理系統之認知程度分別與其工作滿意度之間的影響性來觀察，其次加入自我效能此種人格特質及工作特性當成調節變項，以個人導向與工作導向共同研究是否會對工作滿意度有調節效果之存在。望能用以提供能提供予企業如何規劃人力資源專業職能之貢獻及相關人才之管理措施、進而留住關鍵人才之參考。研究結果發現如下： 1.組織內員工認知實施職能管理系統越成功，對個人工作滿意度擁有顯著之正向相關性及影響力。 2.員工本身之自我效能對於職能管理系統實施之認知程度對工作滿意度兩者間，具有正向的調節效果。 3.組織內之工作特性越完整對於職能管理系統實施之認知程度對工作滿意度兩者間，具有正向的調節效果。[[abstract]]In the past, organizations hired those who could perform a set of tasks, usually focusing on technical knowledge, employees as a tool to serve the organization. However today, this view is greatly changing. In rapidly changing business environments, maintaining the most talented people in the company has become a great challenge. Organizations that select for competencies such as creative thinking begin to build a high-performance culture. Past research has shown that a change in job characteristic can enhance the level of job satisfaction for the employees. However, previous research also shown that for the same type of work, the level of job satisfaction will alter due to the self-efficacy of that particular person. Therefore, this research has incorporated all the factors together to discuss their effect toward job satisfaction. This dissertation explored the relationship between employees’ perception of competence management system and job satisfaction. In addition, job characteristic and self-efficacy as moderating variables of this study. Hopefully, the result it could be the reference for industry to plan talent management practically