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|Keywords: ||管理教練;後設認知;自我調整學習;Managerial Coaching Skill;Metacognition;Self-Regulated Learning|
|Issue Date: ||2013-08-22 11:35:08 (UTC+8)|
|Abstract: || 本研究以自我學習調整理論為架構，透過管理教練技能的五構面：開放性溝通、開放性溝通、團隊取向、尊重個體、多元接受性、促進發展，欲探討員工認所認知到的管理教練技能對於員工後設認知的影響，解此瞭解兩者之間的關聯性。|
Based on the Self-Regulated Learning Theory, the purpose of this study is to explore the relationship of employee perception to managerial coaching skill and metacognition of the five dimensions of managerial coaching skill: open communication, team approach, respect individual, accept diversity and facilitate development. In addition, we also examined the relation of employee perception to managerial coaching skill and employee metacognition.
This study collected empirical data from the employees who have direct supervisor in north Taiwan. The questionnaire was initiated by paper distribution. A total 240 questionnaires were distributed, 235 were returned, 228 were completely, and the return rate is about 95%. The results were processed by using SPSS20.0.Below are the major findings revealed from the questionnaire.
I.Managerial coaching skills is not associated with metacognition.
II.Subordinates tend to have higher cognitive self-consciousness when they feel that they are being properly coached to achieve their direct supervisor.
III.Subordinates tend to have higher cognitive confidence when they feel their direct supervisor respect themself.
According to the findings of this study, when a subordinate feels that his/her supervisor demonstrates a higher level of management coaching skills, the subordinate’s cognitive self-consciousness is much higher. We suggest the enterprises should establish managerial coaching system in the organization to provide coaching function, and then help their employee to have higher cognitive self-consciousness and learning performance.
|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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