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研究生:曾建儒
研究生(外文):Chien-Ju, Tseng
論文名稱:主管教導行為與部屬主動生涯行為關係之研究-心理賦權與生涯復原力之中介效果
論文名稱(外文):The Relationship of Supervisors’ Coaching Behavior and Subordinates’ Proactive Career Behavior: The Mediating Effects of Psychological Empowerment and Career Resilience
指導教授:黃佳純黃佳純引用關係
指導教授(外文):Jie-Tsuen, Huang
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2010
畢業學年度:98
語文別:中文
論文頁數:138
中文關鍵詞:教導行為心理賦權生涯復原力主動生涯行為
外文關鍵詞:coaching behaviorpsychological empowermentcareer resilienceproactive career behavior
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摘要
在面臨無疆界生涯的環境,員工要為自己的生涯發展及每個生涯選擇負責,因此個人的主動生涯行為扮演著日益重要的角色,因為它可以幫助個人在生涯網絡、因應挑戰、適應上以及心理上的成功。而教導除了在績效管理過程中有其重要性外,主管的教導對於員工的生涯發展與成功亦有高度的影響。Evered 與 Selman(1989)認為教導行為要完全發揮作用需仰賴充分的賦權,且London(1993)也提出員工若知覺被賦權,則員工就會認為主管支持他們從事於生涯發展,且會表現在實際的行為上。另一方面,Noe, Noe與Bachhuber(1990)主張如果主管給予部屬支持、清楚的績效回饋、及鼓勵部屬設定生涯目標,部屬的生涯復原力亦會提升,且進而支持員工去相關之發展活動。是故,本研究乃針對主管教導行為、部屬心理賦權、生涯復原力以及主動生涯行為之關係進行探討,並檢驗主管教導行為是否會透過部屬心理賦權及生涯復原力之中介作用影響主動生涯行為。
本研究以組織內主管與員工為研究對象,採取主管-員工配對的方式進行,透過問卷調查法來收集本研究資料,總計發出504配對問卷,回收有效問卷260套,有效回收率為51.59%,經結構方程模式分析後,實證結果如下:
1. 主管教導行為對於部屬主動生涯行為有顯著的正向影響。
2. 主管教導行為對於部屬心理賦權有顯著的正向影響。
3. 主管教導行為對於部屬生涯復原力有顯著的正向影響。
4. 部屬心理賦權及生涯復原力對於主動生涯行為有顯著的正向影響。
5. 部屬心理賦權與生涯復原力在主管教導行為與部屬主動生涯行為間之關係具有中介效果。

關鍵詞:教導行為、心理賦權、生涯復原力、主動生涯行為
Abstract
In face of the boundaryless career, employees must be responsible for their career development and each career choice. Therefore, individual’s proactive career behavior increasingly plays an important role, it can help individuals in career networks, coping with challenges, adjustment, and psychological success. Coaching is not only very importance in the performance management process, supervisors' coaching also has an significant effect on employees’ career development and success. Coaching behavior has been required to rely on empowerment (Evered & Selman, 1989). London (1993) claimed that when employees perceived they were empowered, they report more supervisory support for career development and may behave to so. Noe, Noe, and Bachhuber (1990) argued that career resilience is positively related to managerial support, performance feedback, encouraging subordinates to set career goals. Therefore, this study explores the relationship among supervisors' coaching behavior, subordinates' psychological empowerment, career resilience, and proactive career behavior. In the mean time, the study examines mediating effects of psychological empowerment and career resilience on the relationship of supervisors' coaching behavior and subordinates' proactive career behavior.
This study adopted survey through questionnaires. The participants of this study were pair-samples of subordinates and their direct supervisors in the organizations. A total of 504 paired questionnaires were distributed, and 260 valid paired questionnaires were returned, yielding a valid return rate of 51.59%. Through the analysis of structural equation modeling, the overall model fit is acceptable and the main results are as follows:
1. Supervisors' coaching behavior has a significant positive effect on subordinates' proactive career behavior.
2. Supervisors' coaching behavior has a significant positive effect on subordinates' psychological empowerment.
3. Supervisors' coaching behavior has a significant positive effect on subordinates' career resilience.
4. Subordinates' psychological empowerment and career resilience has a significant positive effect on their proactive career behavior.
5. Subordinates' psychological empowerment and career resilience has a mediating effect on the relationship of supervisors' coaching behavior and subordinates' proactive career behavior.

Keywords: coaching behavior, psychological empowerment , career resilience, proactive career behavior
目錄
摘要 I
Abstract II
目錄 III
表目錄 IV
圖目錄 V
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 6
第三節 研究流程 7
第貳章 文獻探討 9
第一節 教導 9
第二節 心理賦權 28
第三節 生涯復原力 40
第四節 主動生涯行為 49
第五節 各研究變項關係之推論 57
第參章 研究方法 62
第一節 研究架構 62
第二節 研究假設 63
第三節 研究變項之操作型定義與衡量工具 64
第四節 研究對象選擇與資料收集過程 71
第五節 資料分析方法 73
第六節 量表之信效度分析 77
第肆章 實證分析 82
第一節 樣本描述性統計分析 82
第二節 測量模式分析 85
第三節 相關分析 88
第四節 結構方程模式 89
第五節 心理賦權及生涯復原力之中介效果分析 95
第六節 研究假設檢定結果 96
第伍章 結論與建議 98
第一節 研究結論 98
第二節 學術與管理意涵 102
第三節 研究限制與後續研究建議 105
參考文獻 107
附錄一 主管問卷 126
附錄二 部屬問卷 128
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