部屬所認知之管理教練技能 對部屬個人的情緒智力與工作滿意的影響 ; Subordinates cognitive the managerial coaching skills of impact Of emotional intelligence and job satisfaction

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/48698

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Title:	部屬所認知之管理教練技能對部屬個人的情緒智力與工作滿意的影響;Subordinates cognitive the managerial coaching skills of impact Of emotional intelligence and job satisfaction
Authors:	柯幸吟;Hsin-Yin Ko
Contributors:	人力資源管理研究所碩士在職專班
Keywords:	情緒智力;工作滿意;教練;管理教練技能;Managerial coaching skills;Emotional Intelligence;Job Satisfaction
Date:	2011-07-26
Issue Date:	2012-01-05 15:04:07 (UTC+8)
Abstract:	在現今快速變化的商業環境，教練、制度、技巧、及方法已在企業管理上被廣泛採用。愈來愈多企業重視並導入有關管理教練的概念與相關技能，並期望管理者能具備管理教練指導技能。經由有效教導(coaching)可加速員工學習與發展，並使工作執行更有效率，同時展現員工工作自信。主管藉由教導的方式直接或間接地培養組織成員的技能，進而提升員工情緒智力與工作滿意。本研究主要是以員工所認知的管理教練技能為自變項，以情緒智力及工作滿意為依變項，並探討上述三個變項之關係。本研究針對在台灣服務的企業員工進行調查，總計 906名員工進行問卷調查，共取得830份有效問卷，經由有效樣本統計分析而得到以下研究發現： 1.部屬認知的管理教練技能程度越高，對部屬的整體情緒智力也會隨之提升。 2.部屬認知到越高程度的管理教練技能，其部屬個人對其工作滿意會有顯著提高。 3.部屬的情緒智力與與部屬對於工作上的滿意程度有顯著正向關係。此外，本研究探討管理教練與情緒智力與工作滿意之間的相互關係，其結果得知：管理教練技能對於情緒智力與工作滿意皆有顯著的正相關，而情緒智力也對工作滿意有顯著正相關，建議後續研究者，可針對實施相關管理教練制度之企業組織成員進一步了解探討，再區分產業類別加以分析。 In today's rapidly changed business environment, managerial coaching skills and methods have been widely used in business management. More and more enterprises pay attention and induct the concept of managerial coaching and related skills, and expect managers to have managerial coaching skills. Through effective coaching skills to accelerate personal learning and developing, and have work progress to be more effective, simultaneously to reveal the individual self-confidence. The manager can be direct or indirect to coaching the members of the organization in order to promote employee’s emotional intelligence and job satisfaction. The research motivation has based on the literature analysis and discussion then the questionnaire survey method to establish the foundation of this research. Mainly, based on employee cognition of managerial coaching skills as independent variable, and take the emotional intelligence and job satisfaction as the dependent variable, then to explore the relationship between these three variances. This study is aimed at the employees working in Taiwan. 906 employees as well as its manager carried on the questionnaire survey. Altogether 830 effective questionnaires were obtained. The following results were obtained based on statistical analysis by the effective samples: 1. The higher employee cognition of managerial coaching skill is , the more employee’s entire emotional intelligence rises. 2. The higher employee cognition of managerial coaching skills is, the higher employee’s job satisfaction is. 3. There is a positive relationship between employee’s emotional intelligence and job satisfaction. Through this research, the organization should highly value the promotion and employment of managers having managerial coaching skills to cultivate and train the managerial talent having the coaching skills. The research results can be commonly applied to the general business. Besides, this research discusses the mutual relationship between managerial coaching and emotional intelligence. The result is that managerial coaching skills have positive correlation on emotional intelligence and job satisfaction, and so does emotional intelligence on job satisfaction. The suggestion is that follow-up researchers can do the further study on business employees of the relevant managerial coaching system and then analyze it by industry category. Meanwhile, consider the relationship between managers and employees to do the further discussion with the independent variable of emotional intelligence and job satisfaction added. By doing so, discuss if the independent variable has the modulation effects.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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