本研究目的在探討個人發展計畫實務對員工職涯滿意度的影響，並探討員工的主動性人格在個人發展計畫實務與職涯滿意度之間是否有調節效果。

本研究採用問卷調查法，以立意取樣的方式兩階段間隔二週進行調查，研究對象為近二年參與企業個人發展計畫的員工，共回收有效問卷119份，有效回收率85.61%。研究結果顯示：個人發展計畫實務的指導與回饋面向有助於提升員工的職涯滿意度，但主動性人格在個人發展計畫實務與職涯滿意度之間的調節效果則未獲得支持；本研究進一步發現，性別在個人發展計畫實務的激勵型主管面向有顯著影響，女性比男性更加重視主管的激勵。最後本研究針對結論進行討論，並提供實務建議以作為人力資源管理實務及未來研究之參考。

The purpose of this study is to explore the impact of individual development plan practices on employees' career satisfaction and to explore whether employees' proactive personality moderates the relationship between individual development plan practices and career satisfaction.

This study adopts the questionnaire survey method and conducts surveys in two stages with two-week intervals in the form of intentional sampling. The research objects are employees who participated in the personal development plan of the company in the past two years, and a total of 119 valid questionnaires were collected, with an effective recovery rate of 85.61%. The results of the study revealed that the instruction and feedback aspects of individual development plan practices contribute to enhancing employees' career satisfaction. However, the moderating effect of proactive personality between individual development plan practices and career satisfaction did not receive support. Furthermore, the study found that gender has a significant influence on the motivating supervisor aspect of individual development plan practices, with women placing more importance on supervisor motivation compared to men.

Finally, the study discusses the implications of the findings and provides practical recommendations for human resource management practices and future research as references.

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