部屬認知之主管管理教練技能與部屬職涯自我管理之關聯性探討

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王文君(Wen-chun Wang) 查詢紙本館藏

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人力資源管理研究所

論文名稱

部屬認知之主管管理教練技能與部屬職涯自我管理之關聯性探討

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摘要(中)

管理者是企業進入新經營領域建立企業文化的重要角色，近年許多學者建議管理者扮演教練的角色，運用管理教練技能協助員工學習即發展。由於環境的變動，1990年後許多強調個體對自我職涯管裡的新職涯觀念紛紛興起。對保險業而言，每一業務員背後代表著企業的資金來源，是公司重要的資產之一。然業務員流動相對較大，企業如何使業務員朝向組織內管理自我職涯以留住適任的人才相信是保險公司的重要課題。直線主管是平時與業務員互動最為頻繁的，也顯示主管的管理領導技能在育才留才上扮演重要的功能。綜合上述，本研究以有直屬主管的保險業務員為研究對象，探討部屬認知到主管的管理教練技能與自身職涯自我管理的之間的關聯性。
　　本研究以紙本形式及電子郵寄方式進行問卷發放。發放時間為 2013 年 4 月 22 日至 2013 年 5 月 28 日。共發放 246 份，回收 228 份，回收率達 92.68 % ，其中有效樣本問卷為 202 份。以 SPSS 18.0 及 AMOS 17.0進行樣本資料分析，結果顯示部屬認知到主管的管理教練技能，對部屬職涯自我管理具有正向影響效果。本研究輔以路徑目標理論支持部屬在主管平時展現的管理技能下，對目標能有更清楚的輪廓及提升自身能力，進而對自我職涯能有更多的規劃及管理。
　　本研究樣本是在台灣蒐集而成，建議未來可進行跨文化研究，以了解管理教練技能對部屬職涯管理的影響是否適用於華人文化，幫助西進的台灣金融業者掌握培育及留任人才的面向。

摘要(英)

When corporate enter into new business areas, managers play the key role to build corporate culture. Recently, many scholars have suggested that managers play coaches, using managerial coaching skills to help subordinates to learn and develop. Since 1990, new career concepts have got more and more emphases that individuals should be accountable for their own career management.
　　For insurance industry, the salesmen imply the resources of funds, in other words, salesmen are the one of the important assets. However, the turnover rate of salesmen is relatively large than others, how to make salesmen self-management career within the organization is one of important issue. Because the most frequently interacting with the salesmen is their line manager, managers’ managerial skills are the important factor on training and retention. According to above mentions, this study investigates the relationship between subordinates cognitive managers’ managerial coaching skills and subordinates’ career self-management who have the direct manger in insurance industry.
　　Empirical data is collected from 2013/04/22 to 2013/ 05/28. A total of 220 valued samples of 228 returned questionnaires. The collected data is analyzed through SPSS 18.0 and AMOS 17.0 . The results reveal there are positive relationship subordinates cognitive managers’ managerial coaching skills and subordinates’ career self-management. In this study, path goal theory could support the relationship, through manager’ daily management skills, subordinates are able to get more clear the outline of goal, enhance their own ability, and thus they would toward more self-career planning and management.
　　In order to ensure that manager’ managerial coaching skills positively affect subordinates’ career self-management in the Chinese culture and give financial corporate training and retaining faces, suggest the future research can collect cross-culture samples.

關鍵字(中)

★ 管理教練技能
★ 職涯自我管理
★ 路徑目標理論

關鍵字(英)

★ managerial coaching skill
★ self-career management
★ path-goal theory

論文目次

目　錄
第一章緒論 1
第一節　研究背景與動機 1
第二節　研究目的 3
第二章文獻探討 4
第一節　管理教練技能 4
第二節　職涯自我管理 8
第三節　管理教練技能與部屬職涯自我管理之關係 11
第三章　研究方法 14
第一節　研究架構 14
第二節　研究變項之操作型定義與測量工具 14
第三節　前測實施與分析 15
第四節　抽樣方法和研究對象 16
第五節　資料分析方法 16
第四章　研究結果 19
第一節　敘述性統計 19
第二節　探索性因素分析 21
第三節　驗證性分析 23
第四節　共同方法變異 29
第五節　效度分析 30
第六節　相關係數及信度 31
第七節　結構方程模型分析 32
第五章　研究討論與建議 34
第一節　研究結論與討論 34
第二節　理論意涵 35
第三節　管理意涵 36
第四節　研究限制與未來研究建議 37
參考文獻 39
表目錄
表3-1　管理教練技能量表構面及其範例題 15
表3-2　前測問卷信度分析 16
表3-3　模型配適度指標 18
表4-1　人口變項之敘述性統計分析 20
表4-2　管理教練技能因素分析摘要表 22
表4-3　尋求發展性回饋因素分析摘要表 23
表4-4　促進部屬多元發展之題項 25
表4-5　促進部屬多元發展模型修正前後之配適結果 25
表4-6　建立開放性團隊之題項 26
表4-7　建立開放性團隊之模型配適結果 26
表4-8　管理教練技能驗證性因素分析模型配適結果 27
表4-9　尋求發展性回饋驗證性因素分析配適結果 28
表4-10　本研究構面驗證性因素分析模型配適結果 28
表4-11　單因子驗證模型檢驗結果 29
表4-12　各構面組成信度及平均變異數萃取量 30
表4-13　信賴區間估計值 31
表4-14　相關係數及信度值 31
表4-15　結構方程模型配適指標 32
表4-16　假設驗證估計值 33
圖目錄
圖1-1　管理者扮演教練角色的互動關係 6
圖3-1　研究架構圖 14
圖4-1　促進部屬多元發展之驗證性架構 25
圖4-2　建立開放性團隊之驗證性架構 26
圖4-3　管理教練技能二階驗證性架構 27
圖4-4　尋求發展性回饋之驗證性架構 28
圖4-5　單因子驗證模型 29
圖4-6　本研究方程模型 32

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指導教授

郭敏珣(Min-hsun Kuo)

審核日期

2013-7-18

推文