管理教練技巧、角色內績效、利個人公民行為、利組織公民行為、與信任之關聯性研究;Relationships among Managerial Coaching, In-Role Performance, Ocbi, Ocbo, and Trust in the Indsutry of Life Insureance

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Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/62175

Title:	管理教練技巧、角色內績效、利個人公民行為、利組織公民行為、與信任之關聯性研究;Relationships among Managerial Coaching, In-Role Performance, Ocbi, Ocbo, and Trust in the Indsutry of Life Insureance
Authors:	郭敏珣
Contributors:	國立中央大學人力資源管理研究所
Keywords:	管理科學
Date:	2012-12-01
Issue Date:	2014-03-17 11:18:19 (UTC+8)
Publisher:	行政院國家科學委員會
Abstract:	研究期間：10108~10207;In the response of rapid change nowadays, employees need to have ability to catch up work affairs and to adapt to changes. Empirical researches have supported managerial coaching as a core construct linked to positive outcomes at the individual and organizational level. However, little attention has been given to examine the interpersonal relationships in coaching, such as trust between the coach and coachee. Based on the similarity-attraction theory, the study is to investigate the relationships between managerial coaching and its outcome variables, including in-role performance, organizational citizenship behavior individual (OCBI), and organizational citizenship behavior organization (OCBO), with the moderator—trust, to explore the impact of trust in managerial coaching. By applying the theoretical framework for managerial coaching developed by Park (2007), which was originated from McLean, Yang, Kuo, Tobert, & Larkin (2005), the purpose of this study is to investigate the impact of managerial coaching skills at the level of employees. It attempts to examine how managerial coaching skills impact employees in organizations, particularly related to employees’ in-role performance, OCBI, and OCBO, and also examine how coachee’s level of trust strengthens the positive effect of managerial coaching skills on in-role performance, OCBI, and OCBO. Hypothesis tested in this study will be (1) perceived managerial coaching skills is positively related to employee’s in-role performance; (2) perceived managerial coaching skills is positively related to employee’s OCBI; (3) perceived managerial coaching skills is positively related to employee’s OCBO; (4) employee’s level of trust moderates the relationship between perceived managerial coaching skills and employee in-role performance; (5) employee's level of trust moderates the positive relationship between perceived managerial coaching skills and OCBI; and (6) employee's level of trust moderates the positive relationship between perceived managerial coaching skills and OCBO. This study contributes to clarify the role of trust between managers and employees in managerial coaching, which is beneficial to match between coach and coachee in practice.
Relation:	財團法人國家實驗研究院科技政策研究與資訊中心
Appears in Collections:	[Graduate Institute of Human Resource Management ] Research Project

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