人力是企業中最重要的資產及長期保有競爭力的一項重要因素。隨著國人生活型態的不同，年輕族群價值觀的改變，發現民國70年後出生的年輕族群在工作態度與民國60、50年代出生的族群有很大的不同。因此，組織如何在競爭激烈的環境中，去維持競爭優勢，避免員工離職後產生大量成本，留才是一項重要的課題。根據上述，本研究目的：1.探討生涯發展計畫對組織承諾與工作滿意的影響程度。2.研究台灣不同世代之間的差異，是否會影響生涯發展計畫與組織承諾及工作滿意之間的關係。研究對象為出生在三個不同世代的工作者:嬰兒潮世代(40-49歲)、新人類(30-39歲)、新新人類(29歲以下)。本研究採用問卷調查方式進行。研究發現組織生涯發展方案以及個人生涯規劃對組織承諾及工作滿意有顯著影響。且在新人類及新新人類下，組織提供生涯發展方案，可以增強對與價值與努力承諾以及工作內容滿意。 People are the most important assets in the enterprises and important factor for keeping long-run competition. Because life style is different, young generation’s values changed. We found the work attitudes of new generation who was born after 1981 are different from work attitudes of the generations who were born in 1971 and in 1961. Therefore, in competitive intensely environment organizations how to keep competitive advantage, to avoid a lot of cost from employee turnover, retaining is an important task.Based on above described, the purpose of the study was to 1.study the degree of career development plans influencing on organizational commitment and job satisfaction;2.resaerch Taiwan different generations divergence whether effect the relationship between career development plans and organizational commitment and job satisfaction.The object of research are three generation workers: baby boomer (40-49 years old)、X generation (30-39 years old)、Y generation(29 years old and under).Questionnaire survey was the method for this research.This research finds that organizational career development programs and personal career planning had significant effect on organizational commitment and job satisfaction. For X generation and Y generation, organization providing career development programs can enhance value and effort commitment and job satisfaction.
