| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所在職專班 === 102 === Many companies have been paid much attention to talent management practices in recent years. A well-designed process which precisely promotes key talent can have the greatest impact for organizations. Supervisors usually think of task performance and potential as the principle of promotion. However, as the environment becomes more complex and unstable, the required level of employee’s ability to adapt to dynamic work situations is more important. Therefore, adaptive performance could be as indicators of promotability ratings as well. For social context of promotion decisions, less study examine the effects of supervisor goal orientation on employee promotability ratings. Besides discussing the relationship between promotability, task performance, adaptively performance and potential, the moderate effect of supervisor goal orientation is discussed in the research.
This study is based on the questionnaire survey of 49 enterprises in China and Taiwan. The findings of our research are listed as following: (1) Results of main effect of regression analysis show that potential and adaptive performance have positive relationship with promotability ratings. (2) The results also indicate learning goal orientation of supervisor negatively moderates the relationship between with employee promotability ratings and task performance. Moreover, performance goal orientation of supervisor positively moderates the relationship between with employee promotability ratings and adaptive performance.
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