| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所 === 99 === It is an important thing to accurately and efficiently identify a leadershippotential talent from internal or external the corporation in the changing environment,
that also means the generation of “ The War for Talent” is coming. For employees,promotion is not only a breakthrough for career development, but also a motivation.For organizations, promotion is vital to succession planning and human resourcemanagement. When we establish the talent pool, the most crucial step is to identifythe high potentials. These talents enable organizations to effectively adapt and
respond to change in the environment.
This study uses job performance(non-behavioral), potential and challenging job experiences(behavioral) as the predictors of promotability, investigating 143 supervisor-subordinate paired questionnaires. And potential is refined by literature review and practical interview that was included four dimensions: learning agility, adaptability and flexibility, dedication to organization and task, and relational influence. After the regression analysis, we found that promotability been influenced by job performance, potential and challenging job experiences, and potential is the most significant result. According to the exploratory factor analysis, we separated potential into two sub-dimensions: quick responding ability and dedication to
organization. The former one is more significant than the other variables to promotability in this study
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