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題 名 | 知識經濟時代高階女性人力資源之開發與運用=The Development and Utilization of High-Level Female Human Resources in Knowledge-Based Economic Era |
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作 者 | 黃煥榮; | 書刊名 | 競爭力評論 |
卷 期 | 8 民95.01 |
頁 次 | 頁34-61 |
分類號 | 542.71 |
關鍵詞 | 知識經濟; 人力資源發展; 玻璃天花板; 多元化管理; 師徒關係; Knowledge-based economy; Human resources development; Glass ceiling; Diversity management; Mentoring relationship; |
語 文 | 中文(Chinese) |
中文摘要 | 本文首先說明當前我國高階女性人力資源運用的現況,並從人力資本、社會心理、歧視偏差及組織結構等不同理論觀點,分析其被低度利用的原因和障礙因素。其次,分析知識經濟時代女性人力資源的所具有之特質及優勢。由於知識工作者在廿一世紀知識經濟時代扮演非常重要的角色,因為只有他們才能發展新科技,才能創新,才能使用他們的專業知識,改造生產程序,開發新產品。是以知識工作者的素質是決定企業競爭優勢的重要條件。最後,本文則嘗試提出一些策略性思考,以做為規劃女性高階人力資源時的思考線索及方向。 |
英文摘要 | There is a gap between the percentage of women in the workforce and percentage of women at the high levels of organization. The numerous barriers negatively impacting Women's vertical career mobility, that is a glass ceiling which prevent qualified individuals from advancing higher in their organization. Although many women hold management positions, few have made the breakthrough to top-level positions. This article attempts to explore how and why this type of sex discrimination occurs in organizations. First, Four theories are offered to explain the barriers to career advancement: human capital, discrimination, socio-psychological, and systemic. Second, It is vitally important to pursue policies that bring more women in knowledge-based era. We wan to see women take their rightful place alongside men, not just following, but leading the way to the knowledge-based society. Finally, this article develops strategies for facilitating women's upward mobility or possibly removing the glass ceiling. |
本系統中英文摘要資訊取自各篇刊載內容。