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姓名 張育瑄(Yu-hsuan Chang)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 主管教導風格對部屬工作績效影響之探討-以內隱人格與主管部屬交換關係為調節變項
(The Influence of Supervisor’s Coaching Orientation on Subordinate’s Performance: The Moderating Effects of Implicit Person Theory and Leader-Member Exchange)
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摘要(中) 組織必須促進員工的學習和發展的趨勢,使得管理者扮演發展員工的教導角色備受重視。主管教導中,主管與部屬的適配和互動關係為不容忽視的因子。本研究以調整焦點理論觀點,探討主管教導情境中,主管形塑的促進型與預防型調整焦點教導風格是否對部屬的工作績效產生影響,並討論部屬對於能力是否可透過學習與努力可改變的內隱人格信念,以及部屬認知與主管的交換關係兩者的調節效果。本研究以實施主管教練制度之個案公司中的119 位接受其直屬主管教導之部屬為調查樣本,進行問卷調查。研究的實證結果如下:(1)促進型教導對部屬工作績效有顯著的正向關係,且相較於預防型教導,促進型教導對部屬工作績效的影響較大。(2)秉持能力增長信念的部屬與主管促進型教導所產生之適配效果,能使其績效表現相較於持能力本質信念者來得好。(3)部屬與主管關係品質越高,在主管的促進型教導下的績效表現相較於關係品質低者會更好。而預防型教導的影響,並未達統計上顯著水準,然其意義仍值得加以探究與討論。本研究亦進一步提出相關的管理意涵,提供實務上欲施行教練制度之企業參考作法之方向。
摘要(英) The concept of managers and managerial leaders assuming the developmental role of coaching has gained considerable attention in recent years as organizations seek to foster employee learning and development. The fit and interaction relationship between a coach and a recipient are important. Based on the perspective of regulatory focus theory, this study investigated the relationships between supervisor’s promotion coaching orientation and prevention coaching orientation and subordinate’s performance with the moderators of implicit person theory (IPT) and leader-member exchange (LMX). 119 employees who receive coaching provided by their supervisor in a company were surveyed. The findings of this research are as follows: 1. A promotion coaching orientation has a positive relationship with subordinate’s performance; moreover, relative to a prevention coaching orientation, a promotion coaching orientation has a more positive effect on the subordinate performance of subordinate following coaching. 2. A promotion oriented coaching is better regulatory fit for subordinate with incremental beliefs. 3. A promotion oriented coaching with high LMX quality has a positive effect on the subordinate’s performance. Management implications and recommendation are discussed for companies that will adopt the coaching.
關鍵字(中) ★ 內隱人格
★ 調整焦點
★ 教導風格
★ 調整適配
★ 主管部屬交換關係
關鍵字(英) ★ implicit person theory
★ regulatory focus
★ coaching orientation
★ regulatory fit
★ leader-member exchange
論文目次 目錄 i
圖目錄 ii
表目錄 ii
第一章、緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章、文獻探討 5
第一節 主管教導制度 5
第二節 調整焦點理論與教導風格 6
第三節 內隱人格理論 8
第四節 內隱人格的調節效果 10
第五節 主管-部屬交換關係 12
第六節 主管-部屬交換關係的調節效果 13
第三章 研究方法 15
第一節 研究架構 15
第二節 研究對象 16
第三節 研究工具 17
第四章 研究結果 20
第一節 敘述性統計與相關分析 20
第二節 階層迴歸分析 21
第三節 交互作用分析 24
第五章 結論與建議 26
第一節 研究結論與討論 26
第二節 管理意涵 30
第三節 研究限制與建議 31
參考文獻 33
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指導教授 林文政(Wen-jeng Lin) 審核日期 2011-7-14
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