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姓名 黃品蓁(Pin-Zhen Huang)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 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
(The Study of the Relationship between Managerial Coaching Skill and Career Self-management – The mediating Effect of Perceived Organizational Support.)
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摘要(中) 科技產業面對環境、組織快速變動,企業併購以及組織重整的現象,個人的工作經驗傾向跨越多位雇主、更廣的工作範圍、多種職能類型以及不同國度,因此個人有職涯自我管理的行為就更加的重要,其中發展性尋求回饋更是有助於個人的發展以及工作上持續改善的表現。
管理教練技能是以授權、鼓勵以及引導回饋的方式與部屬互動,本研究乃以社會交換理論為基礎,欲探究管理教練技能對於職涯自我管理之發展性尋求回饋間之關聯性,並透過知覺組織支持為中介探討三者間之關聯性。
以科技業中現職有直屬主管的員工進行調查,線上問卷回收146份,紙本問卷回收149份,總共回收295份,有效問卷為291份。發放時間為2012年4月1日至2012年4月30日之間。運用統計套裝軟體SPSS 19.0(Statistical Package for the Social Science 17.0)以及AMOS 19.0進行研究資料分析後,主要發現如下:
1.當員工知覺主管有較多的管理教練技能,則對其知覺組織支持有正向的關聯性。
2. 當員工知覺較多的組織支持,則對員工生涯自我管理之發展性尋求回饋行為會有正向的關聯性。
3. 知覺組織支持對部屬所認知的管理教練技能影響員工生涯自我管理之發展性尋求回饋有中介效果。
根據研究結果,實務意涵上建議組織能提升管理教練技能之知覺程度,並將管理教練技能之相關內涵列為主管篩選標準以及訓練規劃的參考方向。在未來研究建議的部分建議可以針對不同區域的樣本採分層抽樣,並且可以進一步朝向縱斷面的研究方向。
摘要(英) The technology industry is in a situation of rapid change, mergers and acquisitions. Personal work experience tends to vary across employers, scope of work, types of functions and different countries. Therefore, career self-management behavior is becoming gradually important, and developmental feedback seeking behavior is contributive to personal development and performance improvement.
Managerial coaching skill refers to the interaction with subordinators by means of empowerment, encouragement and feedback. This study examines the mediating effect of perceived organizational support with respect to employee perception on managerial coaching skill and career self-management based on social exchange theory.
Empirical data is collected from employees who have the direct supervisors in the industry of technology. A total of 291 valued samples including 146 online surveys and 149 paper questionnaires were returned in April 2012. The results analyzed through SPSS 19.0 and AMOS 19.0 are as follows:
1. The managerial coaching skill had positive effects on perceived organizational support. The more managerial coaching skill that employees perceived, the higher degree of organizational support he/she perceived.
2. The perceived organizational support had positive effects on developmental feedback seeking behavior in career self-management. The more organizational support that employees perceived, the higher degree of developmental feedback seeking behavior in career self-management he/she act.
3. Perceived organizational support is an mediating variable and fully mediates the relationship between managerial coaching skill and career self-management on developmental feedback seeking behavior.
According to the result, our findings reveal that organization should pay attention to employees’ perception of organizational support, and use the concepts of managerial coaching as the basis of training programs. In the future research, it is suggested that approaches of stratified sampling and cross-section in data collection can be considered to obtain better result.
關鍵字(中) ★ 管理教練技能
★ 知覺組織支持
★ 職涯自我管理
關鍵字(英) ★ Career Self-management
★ Perceived Organizational Support
★ Managerial Coaching Skill
論文目次 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
第二節知覺組織支持 5
第三節職涯自我管理 7
第四節管理教練技能、知覺組織支持以及員工職涯自我管理中發展性尋求回饋之關係 9
第三章研究方法 13
第一節研究架構 13
第二節研究假設 13
第三節研究變項之操作型定義與測量工具 14
第四節前測實施與分析 15
第五節抽樣方法和研究對象 17
第六節資料分析方法 18
第四章研究結果 20
第一節敘述性統計分析 20
第二節探索性因素分析 22
第三節驗證性因素分析 25
第四節共同方法變異檢定 28
第五節收斂效度、區別效度檢定 29
第六節相關係數及信度 30
第七節結構方程模型分析 31
第五章研究結論與建議 34
第一節研究結論與討論 34
第二節理論與管理意涵 35
第三節研究限制與未來研究建議 37
參考文獻 38
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指導教授 郭敏珣(Min-Hsun Christine Kuo) 審核日期 2012-7-26
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