參考文獻 |
一、中文參考文獻
丁宗平,(2012),部屬認知之管理教練技能對部屬職涯自我管理的影響-以職涯復原力為中介變項,國立中央大學人力資源管理研究所。
王郅皓,(2010),管理教練技能對員工工作投入之影響—以員工情緒智力為中介變項,國立中央大學人力資源管理研究所。
卓立芬,(2011),管理教練技能、自我效能與工作滿意關連性之研究,國立中央大學人力資源管理研究所。
柯幸吟,(2011),部屬所知之管理較練技能對部屬個人的情緒智力與工作滿意的影響,國立中央大學人力資源管理研究所。
李牧衡,(2008),資訊工作人員之心理資本對工作滿意及生活滿意之影響,國立中央大學資訊管理學系碩士論文。
李超平,(2007),《心理資本:打造人的競爭優勢》,中國輕工業出版社。
吳明隆,(2007),《結構方程模式-AMOS的操作與應用》,台北:五南圖書出版股份有限公司。
陳怡君,(2011),部屬認知之管理教練技能對部屬個人工作投入的影響—以工作滿足為中介變項,國立中央大學人力資源管理研究所。
陳婉蓉,(2012),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,國立中央大學人力資源管理研究所。
陳素惠,(2010),正向心理學教練服務:助人實務的快樂學,心理出版社。
范惠慈,(2010),以工作敬業貢獻為中介變項探討管理教練技能對工作績效之影響,國立中央大學人力資源管理研究所。
郭敏珣、王文君,(2012),台灣管理教練技能量表初建構,國立中央大學人力資源管理研究所。
黃品蓁,(2012),管理教練技能對職涯自我管理之影響—以知覺組織支持為中介變項,國立中央大學人力資源管理研究所。
黃雅雯,(2012),管理教練技能對員工工作投入之影響—以員工職場個人學習為中介變項,國立中央大學人力資源管理研究所。
黃瓊慧,(2010),管理教練技能對工作績效之影響—以工作投入為干擾變項,國立中央大學人力資源管理研究所。
張偉豪,(2011),SEM 論文寫作不求人,台北:鼎茂圖書出版股份有限公司。
莊明荃,(2010),管理教練技能對員工工作績效之影響─以員工情緒智力為干擾變項,國立中央大學人力資源管理研究所。
褚昀婷,(2012),管理教練技能對情感性組織承諾之影響-以信任為中介變項,國立中央大學人力資源管理研究所。
二、外文參考文獻
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological bulletin, 103(3), 411-423.
Avey, J. B., Luthans, F., & Jensen, S. M. (2009). Psychological capital: A positive resource for combating employee stress and turnover. Human Resource Management, 48(5), 677-693.
Avolio, B. J., & Luthans, F. (2005).The high impact leader: Moments matter for accelerating authentic leadership development, New York: McGraw-Hill.
Avolio, B. J., Gardner, W. L., Walumbwa, F. O., Luthans, F. & May, D. R. (2004). ‘Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors’. Leadership Quarterly, 15, 801–23.
Bandura, A. (1986). The explanatory and predictive scope of self-efficacy theory. Journal of Social and Clinical Psychology, 4(3), 359-373.
Bandura, A. (1989). Social cognitive theory. E. Barnouw (Ed.), International encyclopedia of communications (Vol. 4, pp. 92-96). New York,Oxford University Press.
Bandura, A. (1997). Self-efficacy. The exercise of control. New York, Freeman.
Barney, J. & Wright, P.M.(1998). On becoming a strategic partner: The role of human resources in gaining competitive advantage. Human Resource Management, 37(1):31-46.
Beattie, R.S. (2002). Line managers as facilitators of learning: Empirical evidence from the voluntary sector. In Proceedings of Human Resource Development Research and Practice Across Europe Conference. Edinburgh, Scotland:Napier University.
Bentler, P.M. (1990). Comparative fit indexes in structural models. Psychological Bulletin, 107(2), 238-246.Bhatnagar, J., & Sharma, A.(2005). The Indian perspective of strategic HR roles and organizational learning capability. International Journal of Human Resource Management,16(9):1711-1739
Bhatnagar, J., & Sharma, A., 2005. The Indian perspective of strategic HR roles and organizational learning capability. International Journal of Human Resource Management,16(9):1711-1739.
Bielous, G.A. (1994). Effective coaching: Improving marginal performers. Supervision,55(7), 3-5.
Bollen, K.A. (1990). Overall fit in covariance structure models: Two types of sample size effects. Psychological Bulletin, 107(2), 256-259.
Cacioppo, J.T., Petty, R. E., Losch, M. E., & Kim, H. S. (1986). Electromyographic activity over facial muscle regions can differentiate the valence and intensity of affective reactions. Journal of personality and social psychology, 50(2), 260-268.
Caldwell, R. (2003). ‘The changing roles of personnel managers: old ambiguities and new uncertainties’. Journal of Management Studies, 40: 4, 983-1004.
Carr, A. (2004). Positive psychology: The science of happiness and human strengths, New York: Routledge.
Clifford, M.M. (1984).Thoughts on a theory of constructive failure. Educational Psychologist, 19, 108-120.
Coutu, D. L. (2002). How resilience works. Harvard business review, 80(5), 46-56.
Doll, W. J., Xia, W., & Torkzadeh, G. (1994). A confirmatory factor analysis of the end-user computing satisfaction instrument. Mis Quarterly, 453-461.
Ellinger, A. D., Hamlin, R. G. & Beattie, R. S. (2008). Behavioural indicators of ineffective managerial coaching: A cross-national study. Journal of European Industrial Training, 32 (4), 240-257.
Ellinger, A.D., Ellinger A.E., & Keeler, S.B.(2003). Supervisory coaching behavior employee satisfaction and warehouse employee performance: A dyadic perspective in the distribution industry. Human Resource Development Quarierly,14(4), 135-458.
Ellinger, A.D., Ellinger, A.E., Bachrach, D.G., Wang, Y.-L., & Ba, A.B.E. (2011). Organizational investments in social capital, managerial coaching, and employee work-relate performance. Management Learning, 42, 67-85.
Evered, R.D., & Selman, J.C. (1989). Coaching and the art of management. Organizational Dynamics, 18(2), 16-32.
Fine, S.B. (1991), Resilience and human adaptability: Who rises above adversity?. American Journal of Occupational Therapy, 45, 493-503.
Fisher, K. (1993). Leading self-directed work teams. New York, NY:McGraw-Hill.
Flach, F. (1988), Resilience: Discovering a new strength at times of stress, New York: Ballantine.
Formell,C., & Larcker,D.F. (1981).Evaluting structural equation modelswith unobservable variables and measurement error, Journal of Marketing Research.18,39-50.
Fournies, F. F. (1987). Coaching for Improved Work Performance, MO: Liberty Hall Press.
Garber, P.R.(1993). Coaching: Self-directed workteams. King of Prussia, PA: Organization Design and Development Inc.
Goleman, D. (2000). “Leadership that gets results”, Harvard Business Review, March/April, pp. 78-90.
Graham, S. Wedman, J.F., & Garvin-kester, B. (1993). Manager coaching skills: Development and application. Performance Improvement Quarterly,6(1),2-13.
Hailey, V. H., Farndale, E., & Truss, C. (2005). The HR department’s role in organisational performance. Human Resource Management Journal, 15(3), 49-66.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2010). Multivariate data analysis (Vol. 7). Upper Saddle River, NJ: Prentice Hall.
Hankins, C., & Kleiner, B.H. (1995). New developments in supervisor training. Industrial and Commercial Training, 27(1), 26-32.
Kilburg, R. R. (1996). Toward a conceptual understanding and definition of executive coaching. Consulting Psychology Journal: Practice and Research, 48(2), 134.
King, P., & Eaton, J. (1999). Coaching for results. Industrial and Commercial Training, 31 (4),145–148.
Kline, R. B. (2005). Principles and practice of structural equation modeling Guilford. New York, 366.
Larsen, H. H. (1997). Do high-flyer programmers facilitate organizational learning? Journal of Managerial Psychology, 12(1/2), 48-59.
Larson M & Luthans F. (2006). Potential added value of psychological capital in predicting work attitudes. Journal of Leadership and Organizational Studies, 13, 44–61.
Lee, S.L. (2004) How to Cultivate an Athlete’s Mental Readiness upon the Theory of Constructive Failure,Journal of China Institute of Technology, Vol.30-2004.6
Lombardo, M.M. & Eichinger, R.W. (1996). The Career Architect Development Planner (1st ed.). Minneapolis: Lominger.
Luthans, F. (2002a). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23, 695-706.
Luthans, F. (2002b). ‘Positive organizational behavior: Developing and managing psychological strengths’. Academy of Management Executive, 16, 1, 57–72.
Luthans, F. (2003). ‘Positive organizational behavior (POB): Implications for leadership and HR development, authentic leadership development, and motivation’.
Luthans, F., Avolio, B.J. , Walumbwa, F.O. & Li. (2005). The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance. Management and Organization Review, 1, 249-271.
Luthans, F., Luthans, K. W., & Luthans, B. C. (2004). Positive psychological capital: Beyond human and social capital. Business Horizons, 47(1), 45-50.
Luthans, F., Norman, S. M., Avolio, B. J., & Avey, J. B. (2008). The mediating role of psychological capital in the supportive organizational climate—employee performance relationship. Journal of Organizational Behavior, 29(2), 219-238.
Luthans, F., VanWyk, R. & Walumbwa, F. O. (2004). ‘ Recognition and development of hope for South African organizational leaders’. Leadership and Organization Development Journal, 25, 512–27.
Luthans, F. & Vogelgesang, G.R. & Lester,P.B. ( 2006). Developing the Psychological Capital of Resiliency. Human Resource Development Review, 5, 25-44.
Luthans ,F.& Youssef ,C.M. (2002). Positive workplaces. In Snyder CR, Lopez SJ (Eds.), Handbook of positive psychology (2nd ed.). New York: Oxford University Press.
Luthans, F. & Youssef, C.M. (2004). Human, Social, and Now Positive Psychological Capital Management: Investing in people for competitive advantage. Organizational Dynamics.
Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital. Oxford, UK: Oxford University Press.
MacCallum, R. C., & Hong, S. (1997). Power analysis in covariance structure modeling using GFI and AGFI. Multivariate Behavioral Research, 32, 193-210.
Marsh, L. (1992). Good manager: Good coach? What is needed for effective coaching? Industrial and Commercial Training, 24 (9), 3–8.
Martin, A., Sanderson K., Scott J., & Brough P. (2009). Promoting mental health in small-medium enterprises: An evaluation of the “Business in Mind” program. BMC Public Health, 9, 239.
McLean, G. N., & Kuo, M. C. (2000). Coaching in organizations: Self-assessment of competence. In K. P. Kuchinke (Ed.), Proceedings of the Academy of Human resource Development Conference ,638-645. Raleigh-Durham, NC: Academy of Human Resource Development.
McLean, G. N., Yang, B., Kuo, M. C., Tolbert, A. S., & Larkin, C. (2005). Development and initial validation of an instrument measuring managerial coaching skills. Human Resource Development Quarterly, 16 (2), 157-178.
Mobley, S. A. (1999). Judge not: How coaches create healthy organizations. Journal for Quality and Participation, 22 (4), 57–60.
Nunnally ,J.C. (1978).Psychometric theory. New York: McGraw Hill, 701p
Orth, C. D., Wilkinson, H. E., & Benfari, R. C. (1987). The manager’s role as coach and mentor. Organizational Dynamics, 66–74.
Pajares, F. (1996). Self-efficacy beliefs in academic setting, Review of Educational Research, 66(4): 543-545.
Park, S. (2007). Relationships among managerial coaching in organizations and the outcomes of personal learning, organizational commitment, and turnover intention. Unpublished doctoral dissertation. University of Minnesota, Minnesota.
Peterson, C. (2000). The future of optimism. American psychologist, 55(1), 44-55.
Peterson, D.B., & Hicks, M.D. (1996). Leader as coach: Strategies for coaching and developing others. Personnel Decisions international. Minneapolis: MN.
Peterson, S. J. & Luthans, F. (2003). ‘The positive impact and development of hopeful leaders’. Leadership and Organizational Development Journal, 24, 26–31
Phillips, R. (1994). Coaching for higher performance. Management Development Review, 7 (5),19–22.
Phillips, R. (1995). Coaching for higher performance. Executive Development, 8 (7), 5.
Diene, R.B. & Dean, B. (2010).Positive Psychology Coaching: Putting the Science of Happiness to Work for Your Clients. John Wiley & Sons Inc
Scheier, M. F. & Carver, C. S. (1985), Optimism, coping, and health: Assessment and implications of generalized outcome expectancies. Health Psychology, 4, 219-247.
Seligman, M.E.P. (1998). Optimism: How to Change Your Mind and Your Life. Pocket Books, NY.
Snyder, C.R. (1993). Hope for the journey. In Based upon an address presented to the Southeastern Psychological Association, New Orleans, LA, Mar, 1991.. Paul H. Brookes Publishing.
Snyder, C.R., Irving, L. M., & Anderson, J. R. (1991). Hope and health. Handbook of Social and Clinical Psychology: The Health Perspective, 162, 285-305.
Sutcliffe, K.M., & Vogus, T. J. (2003). Organizing for resilience. Positive organizational scholarship: Foundations of a new discipline, 94-110.
Thompson, B. (2004).Exploratory and confirmatory factor analysis: Understanding concepts and applications. Washington, DC, US: American Psychological Association.
Torkzadeh, G., Koufteros, X. & Pflughoeft, K. (2003). Confirmatory Analysis of Computer Self-Efficacy. Structural equation modeling, 10 (2), 263-275.
Ulrich, D. & Brockbank, W. (2005) Role Call. People Management, 11(12), 24-28.21.
Ulrich, D. (1997). Human Resource Champions: The Next Agenda for Adding Value and Delivering Results. Harvard Business School Press.
Wenzel, L.H. (2000). Understanding managerial coaching: The role of manager attributes and skills in effective coaching. Unpublished doctoral dissertation, Colorado State University.
Youssef, C.M. & Luthans, F. (2005). ‘Resiliency development of organizations, leaders and employees:Multi-level theory building for sustained performance’. In Gardner,W. L., Avolio, B. J., and Walumbwa, F. (Eds.) Monographs in Leadership and Management, Vol. 3: Authentic Leadership Theory and Practice. Oxford, UK: Elsevier.
Yu, L. (2007). The benefits of a coaching culture. MIT Sloan Management Review.
Zemke, R. (1996). The corporate coach. Training, 33 (12), 24–28. |