臺灣博碩士論文加值系統

本研究以技術人員向管理人員轉型作為研究目標，旨在深入探究情情緒智商在這一領域的重要性。本研究以某大陸國有企業Y公司技術人員之管理層轉型晉升作為研究實證進行個案研究。基於大陸之政治制度與企業制度之特殊性，本研究藉由一些西方的理論去探討本研究議題，將具有關學術與實務應用上的意義。基於上述，本研究通過個案的實情分析、文獻探討和個案訪談的綜合研究方式，從技術人員和管理人員之工作角色的特性、轉型後可能存在的問題、個案公司員工晉升管道和選拔的方式、員工激勵和領導績效這幾個方面，多維去解析情商在這些面向上的意涵。
本研究採用質性研究法中的個案研究法，對該公司之不同層級管理人員和普通技術人員進行深度訪談，透過他們對管理認知、自身定位、當下困境、矛盾處理及對晉升意願之看法，以探討情商之重要性。關於對技術人員升遷至管理層之轉型中，情緒智商所佔據的重要性，本研究有下列的重要發現：
1.管理者對自身工作角色之認識不足。
2.管理者對管理的內涵理解過於膚淺。
3.情商沒有被納入企業的日常管理和晉升評價之中。
4.技術人員轉換成管理人員後存在著「彼得高原」現象。
5.中國大陸國有企業公司員工的晉升管道和選拔的方式不妥当。

The major purpose of this study is to explore the importance of emotional intelligence in the transformation of Technicians. This research takes the managerial transition and promotion of technical staff in Y company, a mainland state-owned enterprise, as a case study. Based on the particularity of the mainlands political system and enterprise system, this research will have academic and practical significance by using some western theories to explore this topic.This research uses the case study method of qualitative research method to conduct in-depth interviews with different levels of management and general technical staff of the company, to explore the importance of emotional intelligence through their perceptions of management, self-positioning, current dilemma, conflict resolution, and willingness to advance. Regarding the importance of emotional intelligence in the transition from technical to management. There are following important findings in this study:
1.Managers have a poor understanding of their roles.
2.Managers understand the connotation of management too superficial.
3. Emotional intelligence is not included in the daily management and promotion evaluation of enterprises.
4. There is a phenonment of "Peter Plateau" in the transition from technician to manager.
5. The promotion channels and selection methods of Chinese mainland employees are not appropriate.

目錄...................I
表次.................III
圖次.................IV
第一章緒論.............1
第一節 研究背景與動機...................1
第二節 研究目的.......................8
第三節 研究流程與論文結構....................9
第二章文獻探討................................11
第一節 現代企業技術人員發展的現況..............13
第二節 情商理論綜述......................16
第三節 情商與職涯間的關係...............25
第四節 彼得原理的科學內涵..............30
第三章研究方法...........................................34
第一節 質化研究方法..........................34
第二節 研究架構.................................36
第三節 研究對象....................................37
第四節 資料收集和分析........................38
第五節 訪談流程和訪談大綱.....................42
第四章資料分析與結果................................44
第一節 個案公司簡介..............................44
第二節 個案公司組織架構.....................47
第三節 訪談結果-深度訪談....................50
第四節 訪談結果分析..............................57
第五章結論與建議..........................................65
第一節 結論..............................................65
第二節 研究限制......................................70
第三節 建議..............................................71
參考文獻.......................................75
一、中文部分..........................................75
二、英文部分..........................................77

一、中文部分
丁煌（2005）。西方行政學理論概要。北京：中國人民大學出版社。
王曉均(2000)。情感智商―當前我國情緒和情感研究中的謬誤。中國社會科學出版社，(3)，115-123。
丹斯康（2004）。小型社科專案研究方法指南英文版。上海：外語教
出版社。
白思俊(2007)。專案管理案例教程。機械工業出版社。
朱穩根（2018）。企業文化。中國東方航空集團公司內部刊物，（10）。
沈蓉蓉（2018）。現代企業文化理論版，中國東方航空集團公司內部刊物，（26），221-221。
邱澤奇（譯）（2005）（原作者：Earl Babble）。社會研究方法。北京：華夏出版社，22-23。
周海濤等（譯）（2004）。羅伯特·殷（2004）。案例研究方法的應用。重慶大學出版社。
徐小燕，張進鋪（2002）。巴昂的情緒智力模型及情商量表簡介。心理科學，25(23)，332-335。
徐遠申，宋岩（2000）。管理者與心理。北京：中國經濟出版社，（46）。
袁頌西（2003）。當代政治研究——方法與理論探微。臺北時英出版社，101-115。
許遠理(2004)。情緒智力組合理論的建構與實證研究。首都師範大學博士論文。
葉康濤(2006)。案例研究：從個案分析到理論創建——中國第一屆管理案例學術研討會綜述管理世界，(2)，139。
趙然，葉和旭（2013）。企業情商：企業管理中的正能量。中國人力資源開發，（9）。
蔡厚清（2009）。企業管理人員系統思維能力開發研究 。中国社会科学出版社。
鄭天民（2017）。向技術管理者轉型：软件开发人员跨越行业、技术、管理的转型思维与实践。九州出版社。

二、英文部分
Ahmad, S., Seleim, A., Bontis, N. & Mostapha, N. (2017). Emotional intelligence and career outcomes: Evidence from lebanese banks. Knowledge and Process Management, 24(3), 161-169.
Abulof,U. (2017). Introduction: Why we need maslow in the twenty-first century. Society. 54(6), 508–509.
Abulof, U. (2017). Be yourself! How am I not myself?. Society. 54(6), 530–532.
Bar-on, R. (1997). Bar-On emotional quotient inventory (EQ-i): Technical Manual. Toronto: Multi-Health Systems, (9), 14-23.
Bar-on, R. (2000). Emotional and social intelligence, insights from the emotional
quotient inventory, San Francisco, Jossey-Bass, (1), 363-388.
Bar-On, R, Brown, J. M, Kirkcaldy, B. D. & Thome, E. P. (2000). Emotional expression and implications for occupational stress, An application of the emotianal quotient inventory (EQ-i). Personality and Individual Diferenees, 28(6), 1107-1118.
Bergbl, B.L. .(2001). Boston, Allyn & Bacon. Qualitative Research Methods for the Social Sciences. 231.
Browne, N. & Keeley, M. (2013). Asking The Right Questions:A Guide to Critical Thinking. 156-175.
Bugental, D.B. (2000). Acquisition of the algorithms of social life, A domain-based approach. Psychological Bulletin. 126(2), 178–219.
Cho, J. & Trent, A. (2006). Validity in qualitative research revisited. Qualitative Research, 6(3), 319-340.
Cooper, R. K. (1997). Applying emotional intelligence in the workplace. Training and Development, December. (2), 31-38.
Deckers, L. & Lambert, T. H. (2018). Motivation: Biological, Psychological, and Environmental. Routledge Press.
Drucker, P. (2011). The Frontiers of Management. London: Routledge.
Drucker, P. (2014). Management Challenges for the 21st Century. London: HarperCollins e-Books.
Forbes, R. (2012). Who''s educating the psychologist-manager?. The Psychologist-Manager Journal, 15(1), 1-5.
Gilson, R. (2016). A model company act and a model company court. European Company and Financial Law Review, 13(2).
Goleman, D., Daniel, M., Boyatzis, E., Richard, D., McKee,J. & Annie,J. (2001). Primal Leadership. Harvard Business Review, 12(79), 42--51.
Goleman, D. & Daniel. (1995). Emotional intellgence.
Goleman, D. & Daniel. (1998). What makes a leader? Harvard Business Review, 1(12), 93-102.
Goleman, D. (2000). Daniel. Leadership that gets results. Harvard BusinessReview, (3), 78-90.
Goleman, D. (2003). Daniel.Yawed emotions(an interview with Daniel Goleman). Business Strategy Review, 12(4), 26-32.
Hunitie, M. (2017). The impact of servant leadership style on employee service quality, employee creativity, employee commitment and employee performence. International Journal of Business Research, 17(1), 43-50.
Koltko-Rivera, Mark E. (2006). Rediscovering the later version of Maslow’s hierarchy of needs: Self-transcendence and opportunities for theory, research, and unification, Review of General Psychology 10(4), 302-317.
Lewinsohn, A. (2019). The Life-Death Paradox in the Presence of the Actor. Performance and Mindfulness, 2(1).
Mayer, J. D., Caruso, D. R.& Salovey, P. (2000). Emotional intelligence meets traditional standards for an intelligence. Intelligence, 24(4), 267-298.
Mayer, J. D., Dipaolo, M. T. & Salovey, E. (1990). Perceiving afective content in
ambiguous visual stimuli: A component of emotional intelligence. Jourmal of
Personality Assessment, (54), 772-781.
Mayer, J. D. and Salovey, P (1997). Emotional Intelligence, Imagination, Cognition and Personality. 9, 185-211.
Maslow, A. H. (1943). A theory of human motivation. Psychological Review. 50 (4), 370–96. 
Maslow, A. (1954). Motivation and Personality. New York, NY: Harper.
Mascia, A. (2014). Project manager, leader, influencer e-conflict manager. Project Manger (il), (20), 19-23.
Phang, A., Fan, W. & Arbona, C. (2018). Secure attachment and career indecision: The mediating role of emotional intelligence. Journal of Career Development, 089484531881436.
Queller, D. (2006). To work or not to work. Nature, 444(7115), 42-43.
Schramm, W. (1971). Notes on Case Studies of Instructional Meida Projects. Working paper, the academy for education development, Washington,DC.
Suvarchala, M. (2015). Emotional intelligence-A model for effective leadership, competency and career crowth. Indian Journal of Science and Technology, 8(S4), 240.
Tarique, I., Briscoe, D. & Schuler, R. (2016). International Human Resource Management. New York, NY: Routledge, 48-56.
Thomdike, E. L. & Stem, S. (1937). An evaluation of the atempts to measure socialintelligence. Psychological Bulletin, (34), 275-284.
Thomdike, E. L. (1920). Intelligence and its uses. Harper''s Magazine, (140),
227-235.
Toomsalu, M. (2013). Chance will find a talented person: Philipp Jakob Karell. Papers on Anthropology, 22, 247.
Werner, J. (2014). Human resource development ≠ Human resource management: So what is it?. Human Resource Development Quarterly, 25(2), 127-139.
Williams, R. (2018). Becoming the leader the company needs. Leader to Leader, 2018(88), 56-60.
Wills, Evelyn. (2014). Theoretical Basis for Nursing.
Xie, W. and Chen, Z. (2010). Using library resource to cultivate person with applied ability. Advanced Materials Research, 171-172, 659-662.
Yin, R. K. (1994). Case study research: Design and methods, (2nd ed.). Newbury Park, CA: Sage.