主管教練行為對員工離職傾向之影響 -以工作滿意度為中介變項

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毛祥懿(Hsiang-Yi Mao) 查詢紙本館藏

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論文名稱

主管教練行為對員工離職傾向之影響 -以工作滿意度為中介變項
(Relationship of supervisory coaching behavior to turnover intention –job satisfaction as a mediator)

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摘要(中)

員工的離職會影響組織運作的效能和競爭力，替企業帶來風險(Wang, Wang, Zhang,Xu, Zhang, & Xu, 2017)。主管的行為是影響員工離職的主因(Reina, Rogers, Peterson,Byron, & Hom, 2018)，員工對主管越滿意度越高越不容易有離開組織的念頭(Reid, 2016)，主管教練行為是解決上述情況的好方法。主管教練行為包含，協助員工設定目標與期待、建立個人化學習情境、主管成為員工資源、協助員工拓寬眼界、主管向員工詢問回饋、主管透過議題討論不斷地提問使員工思考、主管向員工提供回饋、主管站在他人的角度想事情。
本研究主要是針對台灣和中國地區進行，想了解主管教練行為在東方文化下的效果。有效樣本為1167 份，使用統計軟體SPSS22.0 進行研究分析，研究結果如下：
一、員工感知到主管教練行為的程度越高，其工作滿意度越高。
二、員工感知到的主管教練行為程度越高，其離職傾向越低。
三、員工對工作的滿意度越高，其離職傾向越低
四、員工感知到的主管教練行為會透過工作滿意度對離職傾向造成影響
五、不同性別、地區、教育程度、過去一個月與主管接觸的頻繁程度對於主要研究變項有所影響。
研究結果也驗證主管教練行為是保健因子會影響員工的工作滿足程度，保健因子屬於外在因素與員工的工作意願也就是離職傾向有關。

摘要(英)

Turnover of employees will affect the effectiveness and competitiveness of the organization, and bring risks to the company(Wang, Wang, Zhang, Xu, Zhang, & Xu, 2017).The behavior of the supervisor is the main cause of employee turnover(Reina, Rogers, Peterson, Byron, & Hom, 2018), The more satisfied the employee is with the supervisor, the less likely the employee has the idea of leaving the organization(Reid, 2016), supervisory coaching behavior is a good way to solve the above situation. Supervisory coaching behavior includes assisting employees in setting goals and expectations, establishing a personalized learning situation, become employee resources, assisting employees to broaden their horizons, asking employees for feedback, constantly ask questions through discussion of topics to enable employees to think, providing feedback to employees, thinking from the perspective of others.
This study is mainly aimed at Taiwan and China, and wants to understand the effect of the supervisory coaching behavior in the Eastern culture. It has collected valid 1167 respondents.By using SPSS 22.0 to do the quantitative analysis, the research results are as follows:
1. The higher the employee perceives the supervisory coaching behavior, the higher the
employee′s job satisfaction.
2. The higher the employee perceives the supervisory coaching behavior, the lower the
turnover intention.
3. The higher the employee′s job satisfaction, the lower the turnover intention.
4. Employee perceives supervisory coaching behavior will affect the turnover intention
through job satisfaction.
5. Different genders, regions, educational levels, and the frequency of contact with supervisors in the past month have an impact on the main research variables.
This study proves supervisory coaching behavior is hygiene factors affect the employee′s job satisfaction, and hygiene factors are related to the employee′s turnover intention.

關鍵字(中)

★ 主管教練行為
★ 工作滿意度
★ 離職傾向
★ 保健因子

關鍵字(英)

★ Supervisory coaching behavior
★ Job satisfaction
★ Turnover intention
★ Hygiene factors

論文目次

目錄
中文摘要 i
Abstract ii
目錄 iv
第一章緒論 1
第一節研究背景與動機 1
第二節研究目的 2
第二章文獻探討 3
第一節主管教練行為 3
第二節離職傾向 6
第三節工作滿意度 8
第四節各變項間的關聯 10
第三章研究方法 14
第一節研究架構 14
第二節研究假設 14
第三節研究樣本與資料收集 15
第四節研究工具 15
第五節資料分析方法 17
第四章研究結果 19
第一節描述性統計分析 19
第二節信度分析 22
第三節因素分析 23
第四節相關分析 24
第五節獨立樣本T檢定、變異數分析 24
第六節階層迴歸分析 28
第五章結論與建議 37
第一節研究結果與討論 37
第二節學術貢獻 40
第三節管理意涵 40
第四節研究限制與建議 41
參考資料 44
一、中文部分 44
二、英文部分 44

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指導教授

房美玉(Mei-Yu Fang)

審核日期

2019-7-23

推文