臺灣博碩士論文加值系統

在保有女性刻板印象及男女性別角色框架的銀行業工作，銀行女性想要從眾多優秀人才中脫穎而出擔任管理職務，持續培養金融專業知識與能力是無庸置疑的。然而在職場互動行為中，女性透過自我印象管理及情緒智力的操控，是否能為自己職場表現加分，讓自己成為銀行高層、員工及客戶心目中擔任主管職務的最佳人選？
本研究透過個案深入訪談方式，試圖藉由歸納銀行業已成功擔任管理職務的女性在印象管理及情緒智力的類型，發掘其特殊或具參考價值的行為模式，以及在特定職場情境下女性主管展現的管理行為所隱含之目的，供做其他銀行女性主管的參考示範。
本研究歸納，女性主管在面對各種職場情境時，其有意或無意展現的行為態度，或為符合角色期待所表演出的行為，都具有「工具或目的理性」、「傳統導向」、「價值理性」或「情感（情緒）」導向的意義。女性必須能明確掌握行為背後所存在的特定意義，透過自我情緒智力的控制與轉化，主動與被動地演繹出在他人心中好的職場角色，建立正向積極的職場形象，才能為自己打造好的職場地位，進而順利晉升或擔任主管職務。
本研究總結以下結論：
一、銀行女性主管的印象管理模式與樣態，具有特定的行為意義，與韋伯的社會行動類型的理論相符合。
二、銀行女性主管情緒智力與印象管理具有正向的關係。
三、展現正向的情緒智力與印象是銀行女性晉升主管的利器。

The banking industry is known for its stereotypical impression on women and the rigid definitions on the roles of male and female employees. It goes without saying that female personnel in the banking industry needs to develop financial expertise and competences in order to climb the corporate ladder and take on managerial positions. This study seeks to examine whether female employees are able to enhance their performances and eventually become the best candidate for managerial roles in the eyes of senior executives, colleagues and customers via the management of their own images and the development of emotional intelligence in the interaction with others at workplaces.
This study conducts in-depth interviews with the female employees of the bank in the case study, in order to generalize the type of successful females in the banking industry in terms of impression management and emotional intelligence. It is hoped that the research findings can discover any particular behaviour or role models, delve into the explicit implication of managerial behaviour of female supervisors at certain workplace scenarios and provide a reference to other females working in the banking industry.
This paper concludes that the behaviour, attitude and actions taken by female supervisors, intentionally or not intentionally, to meet with their role expectations all come with purposes or rationales, traditional orientation, values and emotions/feelings. It is necessary for them to accurately achieve the specific purposes of their behaviour through emotional management and transformation, so as to actively and passively play their roles at workplace. This enables females to establish a positive and proactive career image, secure their status at the workplace and eventually secure managerial positions.
This paper comes up with the following conclusions:
1.Female supervisors in the banking industry have specific purposes in their behaviour and management of their own images and postures for specific purposes. This is consistent with the concept of social action proposed by Max Weber.
2.There is a positive correlation between the emotional intelligence and impression management of female supervisors in the banking industry.
3.The expression of good emotional intelligence and positive images help female employees to climb the corporate ladder and secure managerial positions in banks.

目錄

第一章　緒論
第一節　研究背景　1
第二節　研究動機與問題　6
第三節　研究目的與重要性　7

第二章　文獻回顧
第一節　女性主管職場領導風格與文獻回顧　8
第二節　印象管理的定義與文獻回顧　12
第三節　情緒智力的定義與文獻回顧　18
第四節　印象管理與情緒智力的關係　25

第三章　研究方法
第一節　研究架構與假設　29
第二節　研究方法　31
第三節　研究對象　32
第四節　研究工作重點　36

第四章　研究結果與分析
第一節　銀行女性主管印象管理　37
第二節　銀行女性主管情緒智力　56
第三節　銀行女性主管對印象管理與情緒智力的建構　69
第四節　銀行女性主管被動/主動的情緒智力與印象管理行為　72
第五節　銀行女性主管印象管理與情緒智力的考驗　75

第五章　結論
第一節　綜合討論與歸納　77
第二節　研究意義與貢獻　82
第三節　研究限制與建議　84

參考文獻 86
一、國內文獻　86
二、國外文獻　89

附錄-訪談大綱　93

國內文獻
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10.黃麗蓉（1996），「組織中的女性領導」，國立政治大學公共行政研究所碩士論文。
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12.彭偉倫（2012），「性別角色在印象管理、關係品質與工作績效關係的調節分析」，國立屏東科技大學企業管理研究所碩士論文。
13.楊承恩（2007），「解說員應用印象管理策略之研究」，朝陽科技大學休閒事業管理系碩士論文。
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15.劉修靜（1999），「國小教師職業性別刻板印象、成就動機與逃避事業成就傾向之相關研究」，新竹師範學院國民教育研究所碩士論文。
16.蘇愛玲（2004），「性別因素與組織公民行為傾向之關聯分析－心理性別、生理性別、職業性別多重考量」，屏東科技大學企業管理研究所碩士論文。
（三）媒體報導
Brian Groom, 倫敦金融城女高管倍增，FT中文網，2013年10月29日，http://big5.ftchinese.com/story/001053141

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