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Student Number 974307004
Author Hsin-Yin Ko(柯幸吟)
Author's Email Address No Public.
Statistics This thesis had been viewed 807 times. Download 532 times.
Department Executive Master of Human Resource Management
Year 2010
Semester 2
Degree Master
Type of Document Master's Thesis
Language zh-TW.Big5 Chinese
Title Subordinates cognitive the managerial coaching skills of impact Of emotional intelligence and job satisfaction
Date of Defense 2011-07-17
Page Count 50
Keyword
  • Emotional Intelligence
  • Job Satisfaction
  • Managerial coaching skills
  • Abstract In today's rapidly changed business environment, managerial coaching skills and methods have been widely used in business management. More and more enterprises pay attention and induct the concept of managerial coaching and related skills, and expect managers to have managerial coaching skills. Through effective coaching skills to accelerate personal learning and developing, and have work progress to be more effective, simultaneously to reveal the individual self-confidence. The manager can be direct or indirect to coaching the members of the organization in order to promote employee’s emotional intelligence and job satisfaction.
    The research motivation has based on the literature analysis and discussion then the questionnaire survey method to establish the foundation of this research. Mainly, based on employee cognition of managerial coaching skills as independent variable, and take the emotional intelligence and job satisfaction as the dependent variable, then to explore the relationship between these three variances.
    This study is aimed at the employees working in Taiwan. 906 employees as well as its manager carried on the questionnaire survey. Altogether 830 effective questionnaires were obtained. The following results were obtained based on statistical analysis by the effective samples:
    1. The higher employee cognition of managerial coaching skill is , the more employee’s entire emotional intelligence rises.
    2. The higher employee cognition of managerial coaching skills is, the higher employee’s job satisfaction is.
    3. There is a positive relationship between employee’s emotional intelligence and job satisfaction.
    Through this research, the organization should highly value the promotion and employment of managers having managerial coaching skills to cultivate and train the managerial talent having the coaching skills. The research results can be commonly applied to the general business.
    Besides, this research discusses the mutual relationship between managerial coaching and emotional intelligence. The result is that managerial coaching skills have positive correlation on emotional intelligence and job satisfaction, and so does emotional intelligence on job satisfaction. The suggestion is that follow-up researchers can do the further study on business employees of the relevant managerial coaching system and then analyze it by industry category. Meanwhile, consider the relationship between managers and employees to do the further discussion with the independent variable of emotional intelligence and job satisfaction added. By doing so, discuss if the independent variable has the modulation effects.
    Table of Content 目 錄
    摘要………………………………………………………………………I
    ABSTRACT ………………………………………………………………II
    誌謝 ……………………………………………………………………IV
    目錄………………………………………………………………………V
    表目錄 ………………………………………………………………VII
    圖目錄 ………………………………………………………………VIII
    第一章緒論                   1
    第一節研究動機                   1
    第二節研究目的                   2
    第三節研究對象與限制              2
    第四節研究流程                   3
    第二章文獻探討                   5
    第一節教導的定義              5
    第二節管理教練技能概述與定義          6
    第三節情緒智力概述與定義              9
    第四節工作滿意概述與定義              10
    第五節社會交換理論等相關理論         12
    第六節研究變項之關係探討              15
    第三章研究方法與步驟              17
    第一節研究架構                  17
    第二節研究假設                  17
    第三節研究變項之操作性定義與量表內容     18
    第四章研究發現                  21
    第一節信度分析                  21
    第二節基本資料敘述性統計分析         22
    第三節相關分析                  26
    第四節 階層迴歸分析              28
    第五章結論與建議              37
    第一節 研究結論與討論              37
    第二節 管理意涵                  39
    第三節 研究限制與研究建議              41
    參考文獻                        42
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