摘要

本文从教练技术的理论研究出发，回顾总结了教练技术的概念，明确了教练技术的核心，并探讨了教练技术运用过程中的几种技巧。通过分析教练技术的产出以及其对员工成长和发展起到的影响，并结合国内外针对教练技术与工作绩效等员工工作产出的关系的研究，提出了本文的研究问题，即探究管理教练技术行为与员工自我报告的角色明晰度、工作满意度、职业承诺、工作绩效和组织承诺之间的关系。通过建立假设模型，开展问卷调查，分析数据结果，最终得出的结论为，管理教练技术行为与假设模型中所有员工产出变量（角色明晰度、工作满意度、职业承诺、工作绩效、组织承诺）都具有显著的正相关关系，并且管理教练技术行为可以作为预测上述5个员工产出变量的因素。本文的结论反映了管理教练技术在组织中发挥的作用以及其在实践中的巨大潜力，这不仅可以帮助经理人和领导者理解管理教练技术行为影响员工角色认知、工作态度和行为的方式，也可以让组织针对内部员工的特点，选择具体有效的管理教练技术方式与之匹配，以达到其在管理和领导方面作用最大化的效果。

关键词：教练技术;员工产出;工作绩效

Abstract

This paper stars from the theoretical research of coaching: reviewing and summarizing the concept of coaching, finding the key point of coaching and discussing several coaching skills. The research question of exploring the relationships between managerial coaching behavior and self-reported role clarity, satisfaction with work, career commitment, job performance and organization commitment is presented after outcomes of managerial coaching and the effect that coaching has on employee growth and development are analyzed. Also, other research on the relationships between coaching and employee work-related outcomes including job performance is under consideration. Through setting up a hypothesized model, conducting a questionnaire survey and analyzing the data, this paper draws the conclusion that there are significant positive relationships between managerial coaching behavior and the all outcome variables (role clarity, satisfaction with work, career commitment, job performance and organization commitment) identified in the hypothesized model. Furthermore, the results reveal that managerial coaching behavior is a significant predictor for the five outcome variables mentioned above. This paper reflects the impact of and potential for managerial coaching practices in organizations. These study findings may not only assist managers and leaders to understand how managerial coaching behavior affects employee role cognition, attitude, and behavior but also identify and focus on the specific and matched coaching methods aimed at the characteristics of the employees to maximize their management and leadership effectiveness in organizations.

Key Words: coaching;employee work-related outcomes;job performance

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