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博碩士論文 etd-0208107-165227 詳細資訊
Title page for etd-0208107-165227
論文名稱
Title
情緒智力、職能與人力資源管理活動之相關研究-以P公司為例
A Study on the Relationships Between Emotional Intelligence, Competency and Human Resources Management Activities – Company P As a Case Study
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
120
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2007-01-15
繳交日期
Date of Submission
2007-02-08
關鍵字
Keywords
人力資源管理活動、領導職能、核心職能、情緒智力
Human Resource Management activities, Leadership Competency, Core Competency, Emotional Intelligence
統計
Statistics
本論文已被瀏覽 5698 次,被下載 5385
The thesis/dissertation has been browsed 5698 times, has been downloaded 5385 times.
中文摘要
情緒智力在國外為人力資源管理非常熱門的主題,其日漸重要的原因乃是影響個人思考、動機、意願、行動等內涵,更決定個人未來成就高低的關鍵因素。一個組織或團體欠缺情緒智力技巧時,會降低團體的效率與減少團體的互動。在全球化的環境脈絡中,為要能創造長期持久性的競爭優勢,以職能為基礎的策略性之全球人力資源管理乃因應產生。基於此,應用職能模式將使組織內各項工作的進行更加有效率,而人力資源更能適才適所,進而創造優質的人力;然而人力資源管理活動的目的,即在於配合企業的競爭策略,成就高績效組織,而如能加強採行職能的經營技術,即能達厚植企業之人力資本,提昇員工的能力,以達成組織的使命與組織績效。
本研究以某家外商P公司為研究對象,主要目的在於探討情緒智力、職能與人力資源管理活動之關係,主要針對個案P公司職能資料庫員工進行問卷調查,而所使用的量表主要係根據文獻探討、與個案公司主管的訪談後,將其職能字典裡核心職能與領導職能之行為指標,翻譯成中文量表,本研究總共發出427份問卷,回收有效問卷195份,有效回收率為45.67%,經由因素分析、信度分析、相關分析以及迴歸分析後,實證調查結果,獲致如下重要發現:
一、情緒的清晰力對核心職能及領導職能有顯著的正向相關性及影響力;
二、情緒的復原能力與核心職能亦有顯著負向影響力;
三、核心職能及領導職能對人力資源管理活動之招募甄選、接班人計畫、績效管理、訓練發展及職能模式成效有顯著的正向相關性;
四、領導職能對人力資源管理活動之職能模式成效有顯著正向影響力
五、職能對情緒智力及人力資源管理活動兩者間,具有中介效果。
Abstract
In overseas, Emotional Intelligence (EI) is a very important topic in Human Resource Management. It is important as EI is the major factor in a person’s thoughts, motive, willingness and actions. EI is a key factor for a person’s achievement. If an organization is lacked of the capability in EI management, the organization will reduce its internal relation, hence reduced in its efficiency. In the globalization environment, to prolong the advantages and compete in the market, globalize human resource management strategy based on the competency being created. As thus, Competency Models application makes all activities inside the organization more efficient. The employee could be placed on the appropriate task, creating the best human resource in the organization. The purpose of the human resource management activities, are to suit the organization performance goals and market competing strategies. If the job competency management technique could be enhanced, not only it could help to strengthen the organization human resource capital, increase the human resource capability to meet the organization mission and performance goals.
This thesis is to study on the relationships between the Emotional Intelligence, Competency and Human Resources Management Activities, with the Company P as case study. Using questionnaire directed to the P Company staffs registered in the Competency Database. The Chinese Questionnaires are translated from the literatures and the interviewing of the company management staffs, using the Attitude Index of the Core Competency and leadership Competency in the Competency Dictionary. In the study, a total of 427 questionnaire papers been released, with the 195 papers of them received. Effective Collection Rate is 45.67%. After the Factor Analysis, Reliability Analysis, Correlation Analysis and Multiple Regression Analysis, following are the important findings from the study.
1. Distinct Emotion has a positive effect to the core competency and leadership competency.
2. Emotional recovery capability and core competency has negative effect.
3. Core competency and leadership competency are having positive correlation to the Human Resource Management activities in Recruitment, Succession Planning, Performance Management, Training & Development and Competency Models achievement.
4. Leadership Competency is having a positive correlation to the Human Resource Management activities achievement.
5. Competency could be a bridge for the Emotional Intelligence and Human Resource Management activities.
Competency has mediating effect between the Emotional Intelligence and Human Resource Management activities.
目次 Table of Contents
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的 5
第四節 研究流程 6
第二章 文獻探討 9
第一節 情緒智力 9
第二節 職能 24
第三節 職能基礎之人力資源管理活動 38
第四節 相關實證研究 46
第三章 研究方法 48
第一節 研究架構 48
第二節 研究假設 49
第三節 研究變項與操作性定義 50
第四節 研究工具 52
第五節 研究設計 58
第六節 資料分析方法 59
第七節 研究限制 61
第四章 實證研究分析與結果 62
第一節 樣本及各研究變項之描述性統計分析 62
第二節 員工個人屬性在各研究變項上之差異分析 68
第三節 各研究變項之相關分析 84
第四節 相關研究變項之迴歸分析 87
第五節 職能之中介效果分析 92
第六節 假設驗證結果 96
第五章 結論與建議 97
第一節 研究結論 97
第二節 研究結果之意涵與建議 98
參考文獻 101
附錄 106
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