| dc.contributor | 國立政治大學企業管理學系 | en_US |
| dc.contributor | 行政院國家科學委員會 | en_US |
| dc.creator (作者) | 胡昌亞 | zh_TW |
| dc.date (日期) | 2012 | en_US |
| dc.date.accessioned | 18-May-2012 12:02:07 (UTC+8) | - |
| dc.date.available | 18-May-2012 12:02:07 (UTC+8) | - |
| dc.date.issued (上傳時間) | 18-May-2012 12:02:07 (UTC+8) | - |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/52877 | - |
| dc.description.abstract (摘要) | 儘管情緒感受在職場的工作關係中扮演著關鍵性的角色，但目前情緒的相關研究卻 很少探討情緒如何影響組織的工作關係，尤其是師徒關係。為了補足這項研究缺口，本 項三年期研究計畫將聚焦於師徒雙方之情緒展現與情緒智力與對師徒關係效能（師徒功 能與師徒關係品質）的影響。第一年計畫將採用問卷法，對300 對師徒對偶進行調查， 以檢驗師父與徒弟的情緒智力及情緒展現與師徒關係效能之關聯性。本研究認為師父與 徒弟的情緒展現與情緒智商皆與師徒關係效能有正向關係。且情緒展現與情緒智商的交 互作用也會影響前述關係。 基於第一年探討情緒展現與師徒關係功能與品質的研究成果，第二年計畫將進一步 發展「透過情緒表達影響他人的能力」的情緒智力量表。近年來，有越來越多的文獻指 出透過情緒表達進而影響他人可視為一種情緒管理能力，但在傳統的情緒智力定義中卻 並未包含此項要素。此種構念不足的問題，可能侷限了情緒智力的應用。故第二年研究 計畫，將藉由深度訪談與文獻回顧等方式來發展「透過情緒表達影響他人的能力」(Côté & Hideg, in press)之量表。除了檢驗該情緒智力量表的信度與因素結構之外，第二年的 研究計畫也將檢驗在控制情緒智力後，此種透過情緒表達影響他人的能力對人際關係品 質是否仍具有額外的解釋力。 最後，有鑑於處理情緒的能力與動機都會影響情緒展現與社會影響效果之關係。本 研究第三年計畫將透過問卷調查法，對300 對師徒對偶進行調查，以檢驗情緒展現與師 徒效能關係的調節變項。欲檢驗的調節變項包括：師徒雙方權力差異的知覺以及個體對 於他人情緒表達意圖的歸因。 | en_US |
| dc.description.abstract (摘要) | Although feelings play a central role in workplace relationships, relatively little research effort has focused on the role of emotions in interpersonal relationships within the organization such as mentoring relationships. To address this research call, this three year project aims to understand the roles of emotional displays and emotion intelligence in mentorship effectiveness in terms of relationship quality and the amount of mentoring functions. Specifically, using a survey research design, the first year project will collect data from 300 mentoring dyads to examine the roles of mentors’ and protégés’ emotional displays and emotional intelligence in the mentorship effectiveness. It is expected that both mentors’ and protégés’ emotional displays and emotional intelligence positively relate to mentorship effectiveness. Furthermore, the interaction between the emotional displays and emotional intelligence relate significantly to effectiveness. Based on the first year project, the second year project aims to develop the measure of specific type of emotional intelligence, the ability to influence others via emotion displays, which has not been included as an element of the traditional definition of emotional intelligence. In-depth interviews and literature reviews will be used to develop this scale. In addition to examine the reliability and factor structure of the scale, I will also examine if the ability to influence others via emotion displays contributes to the effectiveness of mentorship above and beyond the contribution of the mentor’s and protégés’ emotional intelligence. Finally, because both motivations and abilities relevant to processing of emotions as social information, the third year study aims to identify potential moderators of the relationship between emotional displays and mentorship effectiveness A survey research design will be used in the third year project to collect data from 300 mentoring dyads. Specifically, the moderators to be examines are the emotional intelligence of the mentoring pair, the relational status of the mentoring pair, and the attribution of the intentionally of the emotional display. | en_US |
| dc.language.iso | en_US | - |
| dc.relation (關聯) | 基礎研究 | en_US |
| dc.relation (關聯) | 學術補助 | en_US |
| dc.relation (關聯) | 研究期間:10108~ 10207 | en_US |
| dc.relation (關聯) | 研究經費:1058仟元 | en_US |
| dc.subject (關鍵詞) | 管理科學;工作情緒 | en_US |
| dc.title (題名) | 由歸因與權力觀點探討不同對偶關係下的工作情緒議題-子計畫四-情緒與師徒關係：情緒展現與情緒智商角色之探討 | zh_TW |
| dc.title.alternative (其他題名) | Emotions and Mentorship: the Roles of Emotional Displays and Emotional Intelligence | en_US |
| dc.type (資料類型) | report | en |
