| Abstract: | The study aimed to investigate the promotion problems of women employee and career development influenced by organizational systems, personal reasons, family, or other factors in Taiwan Cooperative Bank. In order to achieve this study, qualitative research method and case study me-thod were adopted which including in-depth interview and participatory observation method. The semi-structured interview was used to under-standing the real conditions of interviewees. As to the six interviewees of this study, five of them are the superintendent and staffs in Taiwan Coop-erative Bank, and the other one is also a bank employee from other private bank. The interviewees? feelings and empirical experience were transcribed as classified text and filed into different topics to analyze the influential factors.
The result of this study can be divided into four dimensions; firstly, the Organization Culture, secondly, Human Resource Managements, thirdly, Individual Family Factors, and fourthly, Social Factors. With the aim to investigate the factors influencing the female staffs? promotion in Taiwan Cooperative Bank after the privatization of the bank, the results of this study show as follows:
1.The promotion limitation of the existed instittional design: because of the superintendents? prejudice, the clerks in the loan department usually can get grade A in the promotion assess and can easily pass the promotion exams and get promoted.
2.The invisible crisis of the institutional design: according to the promo-tion system mentioned above, it might result in the existence of inexperi-enced branch manager, and this condition is definitely a crisis in decreas-ing the competitiveness of the Taiwan Cooperative Bank.
3.Personal factors: the expectation that women employee usually want to take care of both their family and career, peer modeling, and personal characteristics, such as aggressiveness and willingness to take the chal-lenge. |
