| dc.description.abstract | 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. | en_US |