管理教練技能對員工工作焦慮之影響—以員工外在制握信念為中介變項

The relationship between managerial coaching skill and employee’s job anxiety – the mediating effect of employee’s external control

劉憶先(Yatsen Liu)

指導教授 ： 郭敏珣

國立中央大學/管理學院/人力資源管理研究所碩士在職專班/碩士(2012年)

摘要

綜觀國内近年來針對主管管理教練技能所做的研究，已有工作投入、工作滿意、組織承諾、自我效能、或情緒智力等心理面向變數的討論，然而針對管理教練技能對降低工作焦慮等負面情緒的影響，在國內目前似乎尚無研究加以探討。本研究即以Park, Yang, & McLean（2008）的管理教練技能五構面，探討員工所認知到的管理教練技能對於員工工作焦慮的影響，並以員工的外在制握信念為中介變項，藉此瞭解三變項之間的關聯性。
本研究以現職有直屬主管的員工進行調查，透過各公司人資主管協助發放問卷，採用便利抽樣法進行抽樣，針對上述研究對象，以線上問卷（一人一ID施測，網址：http://www.mysurvey.tw/s/ydRKaMq2）及紙本問卷，以一人一次匿名填答之方式進行施測並同時發放。問卷發放時間為2012年4月9日至2012年5月9日之間，線上與紙本問卷共發放474份，回收452份，有效問卷446份。運用統計套裝軟體SPSS 19.0（Statistical Package for the Social Science 19.0）進行研究資料分析後，主要發現如下：
1.員工所認知到的管理教練技能與員工外在制握程度呈現負向相關，表示員工所認知到管理教練技能越高，員工將越趨向內控傾向。
2.員工外在制握程度與員工工作焦慮程度呈現正向相關，表示如果員工外控傾向，自身的工作焦慮將會越高。
3.員工所認知到的管理教練技能對員工工作焦慮呈現負相關，表示員工所認知到管理教練技能越高，員工工作焦慮程度將會越低。
4.員工外在制握信念做為員工所認知到管理教練技能和員工工作焦慮的中介變項，呈現部分中介之效果。
根據研究結果，本研究建議企業應該要有計畫地培養主管人員的管理教練技能，使這些主管能透過管理教練技能幫助員工降低工作焦慮。建議後續研究可深入探尋其他對員工工作焦慮可能會產生影響的變數，並深入研究之。

關鍵字

管理教練技能 ； 制握信念 ； 工作焦慮

並列摘要

To make a comprehensive survey of recent years’ research about managerial coaching skill in Taiwan, we can find many discussions about mental aspects, like job involvement, job satisfaction, organizational commitment, self-efficacy, and emotional intelligence. However, it seems no related research in Taiwan to probe into that how managerial coaching skill could reduce the effect of negative feelings which come from job anxiety. The purpose of this study is to explore the relationship of managerial coaching skill, employee’s external control, and employee’s job anxiety by Park, Yang, & McLean (2008) of the five dimensions of managerial coaching skill. In addition, we also examined the mediating effect of employee’s external control tendency on the relation of managerial coaching skill and employee’s job anxiety.
This study collected empirical data from employees who have the direct supervisor by quantitative questionnaires, and used convenience sampling method with asking several companies’ HR managers to send the questionnaires. To the above researching objects, this study provided web questionnaires(One person got one ID. The web address is: http://www.mysurvey.tw/s/ydRKaMq2) and paper questionnaires, every target could only fill the questionnaire once by anonymous way. A total of 452 completed questionnaires(They contained 446 effective and 6 null questionnaires.) were returned from April 9th 2012 to May 9th 2012. Results of statistical analyses by SPSS 19.0 provided four important conclusions as follows：
1. The managerial coaching skill had negative correlation with employee’s external control tendency. The more managerial coaching skill that employees perceived, the lower degree of employee’s external control tendency he/she displayed.
2. The employee’s external control tendency had positive correlation with employee’s job anxiety. The higher employee’s external control tendency that employees had, the higher degree of job anxiety he/she got.
3. The managerial coaching skill had negative correlation with employee’s job anxiety. The more managerial coaching skill that employees perceived, the lower degree of job anxiety he/she had.
4. The employee’s external control tendency as an intervening variable, partially mediates the relationship between managerial coaching skill and employee’s job anxiety.
Based on the research results, we provide the managerial implications for managers as follows. We suggest the enterprises should develop the manages’ managerial coaching skills to make them can help their subordinates to reduce the job anxiety.
We also suggest the following researchers can search other variables which can make influences on employee’s job anxiety, and go deep into researching them.

並列關鍵字

Job anxiety ； Locus of control ； Managerial Coaching Skill

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