主管教練行為對員工知識移轉績效與創新行為影響之研究—以主管部屬交換關係為調節變項

A Study of The Effect of Director Coaching Behavior on Knowledge Transfer Performance and Innovative Behaviors - Leader Member Exchange as The Moderator

陳奮霖(Fen-lin Chen)

指導教授 ： 余 鑑 ； 于 俊 傑

國立臺灣師範大學/科技學院/科技應用與人力資源發展學系人力資源碩士在職進修專班/碩士(2011年)

摘要

員工的績效表現不好，常歸究於不良的領導統御；換句話說，領導行為直接攸關組織成員在績效上的表現與員工做事的成敗。而領導者的教導行為與部屬間的交換關係品質是否會影響員工在工作中所展現的績效，此議題在以往的研究中大部份是探討工作上的績效，卻對知識移轉的績效與創新行為的表現上著墨甚少，在知識經濟廣為盛行之際，是個值得深思與探討的問題。
本研究的目的在於探討主管教練行為是否會對員工知識移轉績效與創新行為產生影響，並進一步探討不同程度的主管部屬交換關係是否會對知識移轉績效與創新行為具有調節作用。本研究以便利抽樣方式採人力親送與委託方式來發放與回收問卷與蒐集實證資料，問卷總共發出440份，有效問卷計338份，問卷有效率為76.82%。經資料分析後，得到以下結論：(1)主管教練行為對知識移轉績效具有正向影響。(2)主管教練行為對員工創新行為具有正向影響。(3)主管部屬交換關係對主管教練行為與知識移轉績效具有正向調節作用。(4)主管部屬交換關係對主管教練行為與員工創新行為具有正向調節作用。研究結果將提供個案公司、相關產業經營管理者與人力資源人員於教育訓練以及經營策略發展上的參考與運用。

關鍵字

主管教練行為 ； 知識移轉績效 ； 創新行為 ； 主管部屬交換關係

並列摘要

Poor staff performance, and often put the blame on poor leadership skills; in other words, leadership directly affect members in the performance of employees on work performance and the success or failure. The teachings of the leader behavior and subordinate exchange relationship between the quality of employees at work will affect the performance exhibited by this subject in the majority of previous studies is to investigate the performance of work, but then the performance of knowledge transfer little reference, widely popular in the occasion of the knowledge economy, is food for thought and discussion, so this study different levels of competent member exchange relationship with the director of coaching behavior to explore the performance of knowledge transfer has a positive impact relationship to further study.
Purpose of this study is to investigate whether the conduct of head coach will conduct knowledge transfer and innovation performance impact, and to further explore the different levels of exchange relations are subordinate in charge will conduct knowledge transfer and innovation performance has a positive role in the regulation. In this study, convenience sampling is adopted pro-human way to send payment with the commission and the questionnaires and collect empirical data, issuing a total of 440 questionnaires, 338 valid questionnaires design, questionnaire response rate was 76.82 percent. From the data analysis, the following conclusions: (1) head coach behavior on the performance of knowledge transfer has a positive impact. (2) head coach behavior on the behavior of employees has a positive impact on innovation. (3) The competent member exchange relationships and knowledge of the behavior of head coach transfer performance has a positive regulatory role. (4) The member exchange relationship with the staff of head coach behavior has a positive regulatory role of innovative behavior. The results will provide industry managers and human resource personnel in training and business strategy development and application of reference.

並列關鍵字

Coaching Behavior ； Knowledge Transfer Performance ； Innovative Behavior ； Leader-Member Exchange

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