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

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丁宗平(Tsung-ping Ting) 查詢紙本館藏

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論文名稱

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
(The relationship between subordinates perceived managerial coaching skills and subordinates’ career self-management- career resilience as a mediator.)

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摘要(中)

在最近數十年中，由於商業環境的劇烈變動，員工投入職涯自我管理的議題逐漸成為趨勢(Kossek, Roberts, Fisher, & Demarr, 1998)。透過展現職涯自我管理行為，員工一方面會對於目前的工作保持持續改善，另一方面也會為了未來可能取得的工作機會做出準備。因此對於員工而言，職涯自我管理行為除了可以提升自我競爭力，也能減少面臨結構性失業的機率；而對於公司而言，則可以因為員工對於本身的工作持續改善而受益。
　　管理教練技能有別於傳統的管理方式，主管透過與部屬每天的互動藉以發展部屬、提升其潛能。本研究欲探討管理教練技能對職涯自我管理行為所產生的關聯性，並以職涯復原力作為本研究的中介變項，以得知管理教練技能是否必須透過職涯復原力的作用，達成部屬職涯自我管理行為的產生。再者，本研究試圖利用鷹架學習理論，來說明各個變項間之關係，並補足以往探討管理教練技能相關文獻之理論缺口。
　　鑒於高科技產業員工較為重視生涯發展(Gomez-Meijia, 1990)，因此本研究針對在台灣高科技產業員工進行研究調查，透過線上問卷及紙本問卷的發放，共回收有效問卷274份。本研究利用結構方程模型(Structural Equation Modeling, SEM)進行模型的驗證與分析，結果顯示出：
一、部屬認知管理教練技能對部屬職涯復原力具有正向關聯性。
二、部屬職涯復原力對部屬職涯自我管理具有正向關聯性。
三、部屬職涯復原力在部屬認知管理教練技能對部屬職涯自我管理之關聯性中有中介效果。
　　最後，根據實證研究結果，本研究提出數點理論與管理意涵以供後續研究者參考，其中包括：
一、主管應了解部屬的需求而給予適當且適時的支持。
二、重視部屬職涯復原力。
三、企業內部應更加重視管理教練技能。
四、公司要更加重視「留才」機制。

摘要(英)

Over recent decades, because of the rapid pace of change in the business environment, the issue of subordinates’ career self-management becomes more and more important (Kossek, Roberts, Fisher, & Demarr, 1998). By managing career self-management activities, subordinates would keep improving their performance in their current job and get ready for the future job opportunities. For employees, career self-management activities not only strengthen their competitiveness, but cut non-structural unemployment risk. For companies, career self-management activities provide benefits regarding to their subordinates’’ continuous improvement in their current job.
　　Managerial coaching differs from the traditional way to manage subordinates. By utilizing managerial coaching skill, manager can help subordinates develop themselves and maximize their potential through their daily interaction. The major purpose of this study is to understand the effect of managerial coaching on career self-management, moreover, we use career resilience as our mediator to explore whether career resilience has mediating effect between managerial coaching and career self-management. Furthermore, this study would demonstrate the relationship of those three variables "managerial coaching", "career resilience" and "career self-management" through scaffolding learning theory which is seldom discussed in the literature of managerial coaching.
　　This study focuses on high-tech workers who pay much attention to career development (Gomez-Meijia, 1990). The surveys are collected from 274 respondents via internet and paper questionnaires in Taiwan. Each research hypotheses are tested by using structural equation modeling (SEM) in this study. This study has discovered:
1.When the subordinates perceived higher level of managerial coaching skills, they will have the higher level of career resilience.
2.The higher level of career resilience subordinates have, the more career self-management activities they display.
3.Career resilience fully mediates the relationship between managerial coaching skills and career self-management.
　　Finally, the implications for theory and management were suggested based on the results of this study may contribute to relevant academic research fields. We suggest:
1.Managers should be aware of subordinates’ needs and give them appropriate support in the appropriate time.
2.Managers should pay attention to subordinates’ career resilience.
3.Organizations should pay attention to managerial coaching skills.
4.Organizations should pay attention to subordinates’ career self-management in the perspective of talent retention.

關鍵字(中)

★ 職涯復原力
★ 職涯自我管理
★ 管理教練技能

關鍵字(英)

★ Managerial coaching
★ Career resilience
★ Career self-management

論文目次

中文摘要 i
Abstract ii
誌謝 iv
圖目錄 vi
表目錄 vi
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
第二節職涯復原力 6
第三節職涯自我管理 9
第四節鷹架學習理論 12
第五節研究變項之關係探討 14
第三章研究方法 17
第一節研究架構 17
第二節研究假設 17
第三節研究變項的操作型定義 17
第四節研究量表設計 18
第五節研究對象及抽樣方法 19
第六節資料分析方法 19
第四章研究結果 22
第一節前測實施與分析 22
第二節基本資料敘述性統計分析 25
第三節探索性因素分析 27
第四節驗證性因素分析 34
第五節共同方法變異檢測 38
第六節組成信度、區別效度與交叉效度評估 39
第七節描述性統計與相關分析 41
第八節配適度分析 41
第九節整體結構模式分析及中介效果分析 43
第五章結論與建議 46
第一節研究結論與討論 46
第二節理論與管理意涵 47
第三節研究限制與未來研究建議 48
參考文獻 50

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指導教授

郭敏珣(Min-Hsun Christine Kuo)

審核日期

2012-7-25

推文