本文選題：企業(yè)教練 + 勝任素質(zhì)��； 參考：《魯東大學(xué)》2015年碩士論文

【摘要】：企業(yè)教練誕生于二十世紀(jì)八十年代的體育教練,九十年代傳入大陸。在不斷傳播和完善的過(guò)程中,企業(yè)教練行業(yè)和企業(yè)教練技術(shù)的發(fā)展取得了長(zhǎng)足的進(jìn)步。目前許多個(gè)人和企業(yè)老板主希望通過(guò)正規(guī)的、專(zhuān)業(yè)的、系統(tǒng)的學(xué)習(xí)企業(yè)教練相關(guān)技能,進(jìn)而成為有益于自身和他人的企業(yè)教練。雖然它發(fā)展很快,很多人希望學(xué)習(xí),但是當(dāng)前關(guān)于企業(yè)教練及其技術(shù)的學(xué)術(shù)研究還非常少,尤其是關(guān)于勝任素質(zhì)模型的研究。隨著行業(yè)的進(jìn)步與發(fā)展,從業(yè)人員越來(lái)越多,對(duì)其勝任素質(zhì)模型的研究已經(jīng)相當(dāng)緊迫。本研究從實(shí)際需要出發(fā),以構(gòu)建勝任素質(zhì)模型的過(guò)程為主要線索。通過(guò)對(duì)以往文獻(xiàn)資料分析、結(jié)合對(duì)優(yōu)秀企業(yè)教練和普通企業(yè)教練的行為事件訪談與問(wèn)卷調(diào)查等方法對(duì)企業(yè)教練從業(yè)人員進(jìn)行了研究,最后形成了企業(yè)教練素質(zhì)模型,豐富了企業(yè)教練領(lǐng)域內(nèi)的科學(xué)研究。首先,對(duì)以往有關(guān)企業(yè)教練以及企業(yè)教練素質(zhì)與技能的相關(guān)研究進(jìn)行文獻(xiàn)分析,提取與其相關(guān)的勝任素質(zhì)指標(biāo);其次,結(jié)合提取出來(lái)的素質(zhì)指標(biāo),對(duì)優(yōu)秀的企業(yè)教練與一般的企業(yè)教練進(jìn)行行為事件訪談,歸納總結(jié)不同企業(yè)教練行為表現(xiàn)背后的勝任素質(zhì),進(jìn)而編制企業(yè)教練勝任素質(zhì)調(diào)查問(wèn)卷,并進(jìn)行試測(cè)驗(yàn)證;然后,進(jìn)行問(wèn)卷調(diào)查搜集大量企業(yè)教練對(duì)于其勝任指標(biāo)的信息;最后,對(duì)數(shù)據(jù)進(jìn)行統(tǒng)計(jì)分析,構(gòu)建勝任素質(zhì)模型。本研究取得的成果如下:(一)獲得了企業(yè)教練的勝任素質(zhì)模型。本研究系統(tǒng)考察和研究了企業(yè)教練工作過(guò)程中發(fā)生的典型事件和他們所需要的能力后,運(yùn)用各種方法加以驗(yàn)證,最后成功構(gòu)建了企業(yè)教練勝任素質(zhì)模型,包括教練技能、個(gè)性特質(zhì)、職業(yè)素養(yǎng)、專(zhuān)業(yè)知識(shí)、基本素養(yǎng)、成就導(dǎo)向、管理能力等七個(gè)方面具體二十六項(xiàng)勝任素質(zhì)指標(biāo)。(二)編制了《企業(yè)教練勝任素質(zhì)調(diào)查問(wèn)卷》。通過(guò)研究,最后正式確定的問(wèn)卷共有二十六道題目,問(wèn)卷采用里克特五點(diǎn)量表計(jì)分形式進(jìn)行計(jì)分,從1至5分別代表從“非常不重要”到“非常重要”的不同重要程度。問(wèn)卷編制后,對(duì)160名企業(yè)教練實(shí)施了問(wèn)卷調(diào)查,運(yùn)用SPSS20.0對(duì)調(diào)查結(jié)果進(jìn)行統(tǒng)計(jì)分析,結(jié)果顯示調(diào)查問(wèn)卷的Cronbacha alpha系數(shù)為0.89,也就是說(shuō)本研究問(wèn)卷具有較高的內(nèi)部一致性。
[Abstract]:Corporate coaches were born in the 1980 s and introduced to the mainland in the 1990 s. In the process of continuous dissemination and improvement, great progress has been made in the enterprise coaching industry and the development of corporate coaching technology. At present, many individuals and business owners wish to learn relevant skills of enterprise coaches through formal, professional and systematic learning, and then become corporate coaches beneficial to themselves and others. Although it has developed rapidly and many people want to learn, there are very few academic studies on corporate coaches and their techniques, especially on competency models. With the progress and development of the industry, there are more and more employees. Starting from the actual needs, this study takes the process of constructing competency model as the main clue. Based on the analysis of the previous literature and the interview and questionnaire survey on the behavior events of the excellent enterprise coach and the ordinary enterprise coach, the author studies the enterprise coach practitioners, and finally forms the quality model of the enterprise coach. It enriches the scientific research in the field of business coaching. First of all, the related researches on the quality and skills of enterprise coaches are analyzed in the past, and the relevant competency indexes are extracted. Secondly, combined with the extracted quality indicators, Conduct interviews between excellent corporate coaches and general corporate coaches, sum up the competency behind the performance of different corporate coaches, and then compile and test the questionnaire of corporate coaches' competency; then, Questionnaire survey was conducted to collect a large number of enterprise coaches' information about their competency index. Finally, the statistical analysis of the data was carried out, and the competency model was constructed. The results of this study are as follows: (1) the competency model of enterprise coach is obtained. After systematically investigating and studying the typical events and the abilities they need in the course of the work of the enterprise coaches, this study uses various methods to verify them, and finally successfully constructs the competency model of the enterprise coaches, including the skills of the coaches. Personality, professional accomplishment, professional knowledge, basic accomplishment, achievement orientation, management ability and other seven aspects of specific 26 competency indicators. (2) the questionnaire on the competence of Enterprise coaches was compiled. Through the research, 26 questions were formally determined. The questionnaire was scored by Richter five-point scale, from 1 to 5 representing the different importance degree from "very important" to "very important" respectively. After the questionnaire was compiled, 160 enterprise coaches were investigated and the results were analyzed by SPSS20.0. The results showed that the Cronbacha alpha coefficient of the questionnaire was 0.89, which meant that the questionnaire had high internal consistency.
【學(xué)位授予單位】：魯東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：B849

【參考文獻(xiàn)】

相關(guān)期刊論文 前3條

1 廖泉文;李元?jiǎng)?;素質(zhì)模型建立的有效步驟[J];中國(guó)人力資源開(kāi)發(fā);2008年07期

2 宋長(zhǎng)生;董曉宏;胡彬;;BE公司員工勝任素質(zhì)模型的建構(gòu)流程及方法[J];商場(chǎng)現(xiàn)代化;2007年02期

3 黃俊華;;城市精英讓不可能成為可能——培養(yǎng)“企業(yè)教練”的體驗(yàn)式素質(zhì)訓(xùn)練[J];成功;2001年02期

相關(guān)碩士學(xué)位論文 前7條

1 劉輝;YC公司中層管理人員勝任素質(zhì)模型構(gòu)建與應(yīng)用方案設(shè)計(jì)[D];山東大學(xué);2013年

2 趙剛;職業(yè)經(jīng)理人企業(yè)教練行為對(duì)組織創(chuàng)新影響作用的實(shí)證研究[D];山東大學(xué);2012年

3 黃敏;企業(yè)教練的有效性與勝任素質(zhì)模型研究[D];山東大學(xué);2012年

4 羅耀平;心理咨詢(xún)師勝任特征模型的構(gòu)建[D];西南大學(xué);2008年

5 陸燁;教練型培訓(xùn)師勝任特征模型研究[D];上海師范大學(xué);2008年

6 吳燕;國(guó)內(nèi)教練技術(shù)的發(fā)展現(xiàn)狀和培訓(xùn)效果遷移研究[D];上海師范大學(xué);2008年

7 魏靜;培訓(xùn)師的勝任素質(zhì)模型研究[D];華東師范大學(xué);2007年

，

本文編號(hào)：1946542