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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/59105


    Title: 管理教練技能對員工工作焦慮之關聯性—以對主管信任為中介變項;The relationship between managerial coaching skill and employee’s job anxiety – the mediating effect of trust in managers
    Authors: 黃莉芙;Huang,Li-fu
    Contributors: 人力資源管理研究所在職專班
    Keywords: 信任;工作焦慮;管理教練技能;job anxiety;managerial coaching skill;trust
    Date: 2013-01-16
    Issue Date: 2013-03-25 15:46:04 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 近年來國內針對主管教練技能所做的研究,包含有工作投入、工作滿意、組織承諾、自我效能等方面的討論,然而針對管理教練技能與員工負面情緒關聯性相關的研究仍屬不多,本研究延續張文馨(2007)教練技巧對工作壓力與工作倦怠關聯性研究,以及王郅皓(2011)、柯幸吟(2011)管理教練技能與員工情緒智力方面的探討,以Park(2007)根據McLean等人(2005)之研究所提出修訂之管理教練技能五個構面,探討員工所認知到的主管管理教練技能對於員工工作焦慮的影響,並加入員工對主管的信任程度做為中介變項,藉以瞭解三者之間的關聯性。本研究以有直屬主管的高科技產業從業人員為對象,採用Park(2007)所修訂之20題短題本之管理教練技能20題量表、McAllister(2005)所發表包含認知信任與情感信任之人際信任量表、以及Spielberger(1985)所發展的情境-特質焦慮量表(state-trait anxiety inventory, STAI)之情境分量表(state anxiety, S-anxiety)編製問卷,以便利抽樣一人一次匿名填答方式進行問卷發放。抽樣時間為2012年4月至5月之間,共發放513份,回收有效問卷476份,運用統計套裝軟體SPSS 19.0進行資料統計分析,研究結果如下:一、  員工所認知到的主管管理教練技能與員工工作焦慮呈負相關。二、  員工對主管的信任程度與員工工作焦慮呈負相關。三、  員工所認知到的主管管理教練技能與員工對主管的信任程度呈正相關。四、  員工對主管之信任在員工所認知到的主管管理教練技能與員工工作焦慮間具有中介效果。  在理論意涵方面,主管管理教練技能、員工對主管信任與員工焦慮降低之正向循環關係,證明自我揭露理論中信任對自我揭露的重要性,補強了揭露理論中對信任的論述。在管理意涵上,建議企業發展主管管理教練技能以提升員工對主管的信任感,並搭配其他措施(如鼓勵在職進修等)來增強員工的自信心,以降低員工工作焦慮。In recent years, the studies of managerial coaching skill have included the dimensions of work involvement, satisfaction of work, commitment to organization, and self-efficiency. However, there are still not enough studies which focus on the relationship between manager’s coaching skill and employee’s negative emotion. This thesis extends the studies about managerial coaching skill (thereafter MCS), including Chang’s (2007) study of MCS’s impact on both stress in the workplace and job burnout, Wong’s (2011) and Ka’s (2011) studies of MCS’s impact on employee’s emotional intelligence, and Park’s (2007) modified five dimensions of MCS according to the findings from McLean et. al(2005). Based on these previous studies mentioned above, this thesis attempts to investigate how employee’s perception of MCS influences on their job anxiety and to add the intervening variable of the extent to which employee trust in their managers, in order to the correlation among these three factors.  With a convenience sampling method (one shot and anonymous from April to May, 2012), this thesis conducts survey the high-technology workers who have their immediate superiors, with the MCS scale (short version with twenty questions) modified by Park (2007), the interpersonal trust scale (cognitive and emotional) proposed by McAllister (2005), and the state anxiety (S-anxiety) scale established within Spielberger (1985)'s state-trait anxiety inventory (STAI). The case size amounts to 513, 476 of which are valid cases, processed with the software SPSS 19. The results of this thesis are as follows: 1.  There exists a negative correlation between employee’s perception of MCS and    their job anxiety.2.  There exists a negative correlation between the extent employee’s trust in their superiors and their job anxiety.3.  There exists a positive correlation between employee’s perception of MCS and the extent employee’s trust in their superiors. 4.  The variable—the extent employee’s trust in their superiors—performs an intervening effect on the relationship between employee’s perception of MCS and their job anxiety.   As far as the theoretical implication is concerned, this thesis has found that the positive cyclical relationship between managers' MCS, trust in managers, and lowering employees’ anxiety demonstrates the importance of trust on the self-disclosure, and hence provides the discourse about trust in the theory of self-disclosure. As far as the implication of management are concerned, this thesis has suggested that corporations should develop projects of MCS to increase the extent in which employee trust in their superiors with supplementary measures, such as encourage on professional retaining or on-job training, in order to enhance employee's self-esteem and lower their job anxiety.Key words: managerial coaching skill, trust, job anxiety
    Appears in Collections:[人力資源管理研究所碩士在職專班 ] 博碩士論文

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