管理教練技能對員工職涯自我管理之影響-以生涯自我效能為中介變項

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题名:	管理教練技能對員工職涯自我管理之影響-以生涯自我效能為中介變項
作者:	陳婉蓉;Chen,Wan-Jung
贡献者:	人力資源管理研究所在職專班
关键词:	生涯自我效能;社會認知生涯理論;管理教練技能;職涯自我管理;career self-efficacy;career self-management;managerial coaching skill;social cognitive career theory
日期:	2013-01-17
上传时间:	2013-03-25 15:46:06 (UTC+8)
出版者:	國立中央大學
摘要:	在知識經濟的時代，人才管理是影響企業經營發展重要的課題。企業應該正視人才流失與人才職涯發展的關聯性，並採取積極措施，才能留住人才。然而，留才已不再是一昧的給予財務性獎酬，應在建立良好的管理基礎上，提供員工創造適合其發展的環境和機會，尊重員工選擇，讓員工感受到職涯發展的機會，才能真正留住人才。本研究以社會認知生涯理論(Socail Cognitive Career Theory, SCCT)為理論基礎，探討員工感受到主管展現管理教練技能與其個人在職涯自我管理之關聯性。再以生涯自我效能為中介變項探討三者間之關係。本研究針對50家高科技產業進行問卷發放，總共發出370份，回收之有效問卷為321份。研究發現，管理教練技能對於員工職涯自我管理具有正向影響；員工之生涯自我效能對於其職涯自我管理亦具有正向影響；生涯自我效能對於管理教練技能與職涯自我管理之關係具中介效果。此研究結果在理論上可證實在SCCT的理論架構中，管理教練技能的施展，是影響目標選擇的因素之一，但其並非直接影響員工的外顯行為展現，而是必需透過員工心理層面的自我效能改變，進而自發性的影響其行為與選擇。另外，此結果亦可提供實務上的管理建議，主管可以透過管理教練技能行為，提升員工生涯自我效能，進而協助員工在職涯自我管理上有更好的表現，以達留任之目標。In the era of knowledge economy, talent management is the important issue of business development. Companies should face up to the brain drain of talent career development , and to take positive measures to retain talent. However, retention is no longer reimbursing the give-financial reward, should establish a good management on the basis of staff to create the environment and opportunities for its development, and respect for staff selection, career development opportunities so that employees feel can really retain talent.In this study, social cognitive career theory as the theoretical basis to discuss the employees feel competent to show managerial coaching skills to their personal career self-management is related. Career self-efficacy mediated the relationship between the three variables.In this study, the high-tech industry for 50 companies, questionnaires issued a total of 370, recovered 321 valid questionnaires. The study found that managerial coaching skill has a positive impact on career self-management; The staff of career self-efficacy also has a positive impact on their career self-management; Career self-efficacy for managerial coaching skills and career self-management of the relationship with the intermediary effect. The results of this study can confirm that in the framework of SCCT in theory, managerial coaching skill is one of the factors that affect the target selection, but it is not a direct impact on the behavior of the employees to show, but rather necessary employee psychological self-efficacy change, and thus affect their behavior and choose spontaneously. In addition, the results also provide practical management recommendations, manager can enhance employee career self-efficacy through management coaching behavior, and thus assist the staff have performance in self-management, than achieve the target of retain talent.
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