:::

詳目顯示

回上一頁
題名:生物科技產業主管情緒智商對員工軟實力、知覺組織支持與工作績效影響之研究
作者:蔡述信
作者(外文):Tsai,Shu-Hsin
校院名稱:國立彰化師範大學
系所名稱:財務金融技術學系
指導教授:温玲玉
邱南英
學位類別:博士
出版日期:2017
主題關鍵詞:生物科技產業情緒智商軟實力知覺組織支持工作績效biotechnology industryemotional intelligencesoft skillsperceived organizational supportjob performance
原始連結:連回原系統網址new window
相關次數:
  • 被引用次數被引用次數:期刊(0) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:0
  • 共同引用共同引用:0
  • 點閱點閱:0
生物科技產業為臺灣的重要策略性產業,本研究旨在探討生物科技產業主管情緒智商對員工軟實力、知覺組織支持與工作績效之現況、影響和跨層次研究。目前探討生物科技產業跨層次議題的研究尚屬欠缺,結論將有助生物科技產業人力資源管理和績效的瞭解與連結。
研究對象為臺灣生物科技產業主管與員工,以立意取樣進行問卷調查施測,計發放960份問卷,總共回收有效問卷564份 (有效回收率 58.75% ),研究資料以因素分析、信度分析、迴歸分析、階層線性模型等方法進行統計分析。
本研究分析結果發現,組織層次的生物科技產業主管情緒智商中的「情緒認知調節」構面以年資資深組得分最高,而「情緒表達」構面則以「製藥產業」機構分數最高,「了解他人情緒影響」構面分數以「基層主管」分數最高。個人層次的生物科技產業員工軟實力、知覺組織支持及工作績效,在員工不同背景變項下,各構面分別呈現不同差異。
組織層次的生物科技產業主管情緒智商對於個人層次員工軟實力、知覺組織支持和工作績效影響並不顯著,但組織層次的情緒智商分別加入個人層次軟實力及知覺組織支持預測員工工作績效時,軟實力及知覺組織支持估計值分別具顯著性。生物科技產業個人層次員工的軟實力與工作績效的關連性上,知覺組織支持具有部分中介效果。在跨層次調節效果檢驗方面以主管情緒智商對個人層次的員工軟實力與工作績效的分析跨層次影響關係,其調節效用並不顯著。以主管情緒智商對個人層次的員工知覺組織支持與工作績效的分析跨層次影響關係,其調節效用並不顯著,但以組織層次主管背景變項中年資、機構及職階分別為控制變項檢驗後,有部分調節作用產生。
在生物科技工作脈絡關係中,組織層次主管情緒智商表現若能加入員工軟技能或知覺組織支持考量,有助於改善員工的工作績效。本研究根據研究結果提出生物科技產業管理建議與後續研究方向,以作為實務及學術界參考。
The biotechnology industry is an important strategic industry in Taiwan. The purposes of this study explored the status, the influence and the cross-level research of biotechnology industry supervisor’s emotional intelligence to the soft skills, perceived organizational support and job performance of staff. Nowadays, there is lack of cross-level research on the issue in biotechnology industry. Finding out conclusions of primary research will contribute to the understanding on relations between human resources management and performance of biotechnology industry.
Participants of this study were supervisors and staff of biotechnology industries in Taiwan through purposive sampling questionnaires, valid returned was 564 with 58.75% valid returned rate. The data were analyzed by factor analysis, reliability analysis, regression analysis, hierarchical linear model and other methods for statistical analysis.
The results of this study showed that in the supervisor's emotional intelligence by group level, the longest tenure group reached high scores by construct of “emotional cognition regulation”, pharma industry group got a high score in “emotional expression” construct, and grassroots supervisor group got the highest score in “understanding of the emotional impact of others” construct. While the individual level of iotechnology industry, employees in different backgrounds differed in constructs of soft skills, POS and job performance.
In group level, the impact of emotional intelligence on the soft skills, POS and job performance of individual level was not significant, but the emotional intelligence while added soft skills or POS to estimate job performance showed significant. The relationship between the soft skills of the biotech industry employees and the job performance, POS had partial mediating effect in individual level. By cross-level test, the moderating effect was not significant in the relationship between the emotional intelligence to the performance.
We found no significant moderating effect of POS to job erformance relation at the individual level by the emotional intelligence. Partial moderating effect then found after controlling background variables, professional year, organization, grade were under analyzed.
In the context of biotech work, the presence of emotional intelligence into the employee's soft skills or POS helped improving the performance of the staff. This study proposed biotechnology industry management recommendations and further research suggestions, as a reference for practice and academia.
參考文獻

王益明、孫曉龍 (2008)。情緒智力與工作績效關係的研究
綜述。華東經濟管理,24(8),139-142。
王叢貴、羅國英 (2007)。華人管理者與情緒智商講師對情
緒智商之認知差異。本土心理學研究,27,231-297。
李孟訓、劉冠男、丁神梅、林俞君 (2007)。我國生物科技
產業關鍵成功因素之研究。東吳經濟商學學報,56,
27-51。
李金泉 (2017) 。初探中介與調節效果的分析。2017年3月
20日,取自http://mail.twu. edu.tw/ ~trc/file/resource/ 20100
520.pdf
李俊賢、黃芳銘、鍾莉容 (2010)。組織支持、組織認同與
服務導向組織公民行為:餐旅飯店服務人員的實證。
休閒事業研究,8(2),49-67。
朱婉菁、蘇惠娟、謝秉蓉、汪昭芬 ( 2009)。探討知識慣性
與個人創造力之研究-以工作動機與工作特性為干擾
因素。全球商業經營管理學報,1,105-116。
吳明隆 (2013)。多層次模式的實務運用。台北市:五南。
吳明隆、涂金堂(2008)。SPSS與統計應用分析。台北:
五南。
邱浩政 (2012)。量化研究與統計分析:SPSS(PASW)資料分
析範例解析。台北市:五南。
邱浩政、溫福星 (2015)。多層次模式的交互作用與脈絡變
數的飽和模式分析:以組織氣氛知覺對工作滿意的影
響為例。人力資源管理學報,5(2),67-94。
洪久賢 (1999)。家政融入中小學一貫領域課程之澳洲實例
。家政教育學報,2,1-28。
紀乃文、王誼臻 (2014)。轉換型領導與部屬工作績效:探
討部屬適配知覺的中介效果及部屬適應性特質的干擾
效果。組織與管理,7(2),81-126。
唐永泰 (2009)。員工之主管情緒智力知覺對其創新行為之
影響。品質學報。16(6),461-478。
陳正昌、程炳林、陳新豐、劉子鍵 (2009)。多變量方分析
方法--統計軟體應用。台北市:五南。
陳清檳、賴秀芳、盧淑慧 (2010)。不同半導體產業類型、
組織文化、組織公民行為對組織效能影響之研究。國
立臺中技術學院學院學報。14,131-146。
梁詠貴、周依穎 (2009)。資源特性與產業結構對研發專案
之創新與績效之影響-以生技產業為例。2009服務業
行銷研討會論文集,29-57。
莊凱寧、王耀德(2015)。教育訓練成效提升方法對遷移動
機之影響,以硬實力軟實力作為調節變項(未出版之
碩士論文)。國立交通大學,新竹市。
莊璦嘉、林惠彥(2005)。個人與環境契合對工作態度行
為之影響。臺灣管理學刊,5(1),123-148。
張火燦、劉嘉雯、許宏明、繆敏志、童志隆 (2011)。主管
心情感染與員工創新行為的關係:敬業貢獻度與工作
倦怠中介角色。人力資源管理學報,11 (2),1-24 。
張光輝、郎慧珠、黃志文 (2005)。台灣生技產業成功關鍵
因素探討。中華管理學報,6 (3)。1-28。
張芳全 (2014)。問卷就是要這樣編。台北市:心理。
張家豪、林恩賜、許弘哲 (2011)。建教合作對休閒運動管
理相關科系學生之重要性及效益。運動健康休閒學報
,2,92-99。
童惠玲、許育維 (2011)。知覺組織支持與員工工作績效-
權力距離之調節效果。服務業管理評論,9,35-61。
温福星(2006)。多層次模式:原理、方法與應用。臺北
市:雙葉書廊。
温福星、邱皓政(2009)。多層次模型方法論:多層次模
式的關鍵議題與試解,台大管理論叢,19(2),263-
294。
經濟部(2017)。生醫產業創新推動方案。2017年3月5日
,取自https://www.most.gov.tw/ biip/
經濟部工業局 (2015)。2015生技產業白皮書。臺北市:作
者。
經濟部工業局 (2016)。2017中華民國生物技術與醫藥產業
簡介,臺北市:作者。
輔仁大學 (2013),深耕與教學電子報。2016年10月20日,
取自http://www.teachers. fju.edu.tw/ papers/ index.php? option=
com_content&task= view & id=209&Itemid=220。
榮泰生(2009)。AMOS與研究方法。台北:五南。
廖國鋒、張瑞文、王湧水 (2006)。領導型態、情緒智力與
員工關係品質及工作投入關係之探討。輔仁管理評論
,13(3),111-136。
蔡松純、鄭伯壎、周麗芳、姜定宇、鄭弘岳 (2009)。領導
者上下關係認定與部屬利社會行爲:權力距離之調節
效果。中華心理學刊,51(1),121 -138。
蔡英文、陳建仁 (2015) 。蔡英文亞太生技醫藥研發產業中
心政策發表記者會致詞。2017年2月20日,取自http:
// iing.tw/posts/224
韓志翔、江旭新、楊敦程 (2009)。高承諾人力資源管理、
知覺組織支持、信任與知識分享之關係探討:多層次
的分析。管理評論,28(1),25-44。
Aguinis, H., & Culpepper, S. A. (2015). An expanded decision making
procedure for examining cross-level interaction effects with multilevel
modeling. Organizational Research Methods, 18, 155-176.
Aguinis, H., Gottfredson, R. K., & Culpepper, S. A. (2013).
Best-practice recommendations for estimating cross-level
interaction effects using multilevel modeling. Journal of
Management, 39, 1490-1528.
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of
perceived organizational support and supportive human resource
practices in the turnover process. Journal of Management, 29(1),
99-118.
Bacolod, M., & Blum, B. S. (2008). Two sides of the same coin: U.S.
“residual” inequality and the gender gap. Retrieved from
http://www.rotman.utoronto.ca/bblum/personal/2%20sides.pdf
Bandura, A. (1977). Social learning theory. Englewood Cliffs, NJ:
Prentice Hall.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable
distinction in social psychological research: Conceptual, strategic,
and statistical considerations. Journal of Personality and Social
Psychology, 51, 1173-1182.
Bar-On, R. & Parker , D. A. (2000). The handbook of emotional
intelligence. San Francisco, CA: JOSSEY-BASS.
Bass, B. M. (1985). Leadership and performance beyond expectations.
New York, Free Press.
Bass, B. M., & Avolio, B. J. (2000). Manual for the multifactor
leadership questionnaire (Form 5X). Redwood City, CA: Mind
Garden.
Bassiri, D. (1988). Large and small sample properties of maximum
likelihood estimates for the hierarchical linear model.
Unpublsshed doctoral dissertation, Michigan State University.
Becker, T. E. (1992). Foci & bases of commitment: Are they
distinctions worth making? Academy of Management Journal,
35(1), 232-244.
Berman, E. M., & West, J. P. (2009). Managing Emotional Intelligence
in U.S. Cities: A Study of Social Skills among Public Managers.
Public Administration Review, 7/8, 742-758.
Beukers, M.W. (2011). Project management of life-science research
projects: project characteristics, challenges and training
needs. Drug Discovery Today,16,93-98.
Bishop, J. W., & Scott, K. D. (1997). Employee commitment and work
team productivity. HR Magazine, 11, 107-111.
Bishop, J. W., Scott, K. D., & Casino, L. S. (1997). The differential
effects of commitment and organizational commitment on job
performance and intention to quit. Paper presented at the Annual
Meeting of the Academy of Management, Boston.
Blickle, G., Meurs, J. A., Zettler, I., Solga, J., Noethen, D., Kramer, J.
Ferris, G.R. (2008). Personality, political skill, and job
performance. Journal of Vocational Behavior , 72 , 377-387.
Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion
domain to include elements of contextual performance. In N.
Schmitt & W. C. Borman (Eds.), Personnel selection in
organizations, 71-98.
Bush, C. E. (2012). The case for soft skills training, Spring 2012 Edition
of Monarch Media’s Planet eLearn Newsletter. Retrieved from
http://www.monarchmedia.com/enewsletter_2012-2/case-
for-soft-skills.html
Campbell, J.M., McCloy, R.A., Oppler, S.H., & Sager C.E. (1993). A
theory of performance. In N. Schmitt and W.C. Borman (Eds.).
Personal selection, San Francisco, CA: Jossey-Bass.
Cabello,R., & Sorrel, M.A. (2016). Age and Gender Differences in
Ability Emotional Intelligence in Adults:A Cross-Sectional Study.
Developmental Psychology, 52(9),1486-1492.
Carnuelli, A. (2003). The relationship between emotional
intelligenceand work attitudes behaviour and outcomes: An
examination among senior managers. Journal of Management
Psychology, 8, 788-813.
Carvalho, M. M., & Rabechini, R. (2015) . Impact of risk
managementon project performance: the importance of soft skills.
International Journal of Production Research, 53(2), 321-340
Chakraborty, M. (2009). Impact of soft skills in the professional domain.
The Icfai University Journal of Soft Skills, 3(1), 25-27.
Chaston, I., & Scott, G. J. (2012). Entrepreneurship and open innovation
in an emerging economy. Management Decision, 50(7), 1161–1177.
Cherniss, C. (2000). Emotional Intelligence: what it is and why it
matters. Paper presented at the annual meeting of the society for
Industrial and Organisational Psychology. New Orleans, L.A.
April, 15, 2000.
Clugston, M., Howell, J. P., & Dorfman, P. W.( 2000). Does cultural
socialization predict multiple bases and foci of commitment?
Journal of Management, 26, 5-30.
Cohen, B. (1988). Statistical power analysis for the behavioral
sciences (2nd ed.). Hillsdale, NJ: Eribaum.
Cohen, J., Cohen, P., West, S. G., & Aiken, L. S. (2003). Applied
Multiple regression/correlation analysis for the behavioral
sciences (3rd ed.). Mahwah, NJ: Erlbaum.
Dabke, D. (2016). Impact of leader’s emotional intelligence and
transformational behavior on perceived leadership
effectiveness: A multiple source view. Business Perspectives and
Research, 4(1), 27-40.
Dasborough, M. T. (2006). Cognitive asymmetry in employee
emotional reactions to leadership behaviors. The Leadership
Quarterly, 17, 163-178.
Dutton, J. E., Dukerich, J. M., & Harquail, C. V. (1994).
Organizational images and member identification. Administrative
Science Quarterly,39(4), 239-263.
Echternacht,L., & Wen Yang, L.M. (1995). The Important of
Workplace Basics Competencies (SCANS) as Perceived by
Business Teachers. NABTE Review. Journal of National
Association for Business Teacher Education, 22, 38-41.
Eder, P., & Eisenberger, R. (2008). Perceived organizational support:
reducing the negative influence of coworker withdrawal behavior.
Journal of Management,34(1),55-68.
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived
organizational support and employee diligence, commitment, and
innovation. Journal of Applied Psychology, 75(1), 51-59.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986).
Perceived organizational support. Journal of Applied Psychology,
71(3), 500-507.
Extremera, N., Fernández-Berrocal, P., & Salovey, P. (2006). Spanish
version of the Mayer-Salovey-Caruso Emotional Intelligence Test
(MSCEIT) Version 2.0: Reliabilities, age and gender differences.
Psicothema,18 (Suppl.), 42–48.
Farhet, J-L., Hackett, R. D., & Liang, J. (2007). Individual-level
cultural values as moderators of perceived organizational
support-employee outcome relationships in China: Comparing the
effects of power distance and traditionality. Academy of
Management Journal, 50, 715-729.
Farrelly, D., & Austin, E. J. (2007). Ability EI as an intelligence?
Associations of the MSCEIT with performance on emotion
processing andsocial tasks and with cognitive ability. Cognition and
Emotion, 21,1043–1063.
Gignac, G. E. (2014). Genos emotional intelligence
inventory– Technical manual. Retrieved from http://www.
genosinternational.com
Goell, T., & Hussein, T. (2015). Impact of emotional intelligence on
performance of employees in service industry. Global Journal of
Enterprise Information System, 7(3), 50-53.
Goh,S.K., & Lim,K.Y. (2014). Perceived creativity: The role of
emotional intelligence and knowledge sharing behaviour. Journal
of Information & Knowledge Management, 13(4), 1-10.
Goleman, D. (1998). What makes a leader? Harvard Business Review,
76(6), 93-102.
Gooty, J., Connelly,S., Griffith, J., & Gupta, A., (2010). Leadership, affect and emotions: A state of the science review. The Leadership
Quarterly, 21, 979-1004.
Hall, L., Bagchi-Sen, S. (2001). An analysis of R&D, innovation and
business performance in the US biotechnology industry.
nternational Journal of Biotechnology ,3 (3/4), 267–286.
Hall, L., Bagchi-Sen, S. (2007). An analysis of firm-level innovation
strategies in the US biotechnology industry. Technovation ,27,
4-14.
Heck, R. H., & Thomas, S. T. (2009). An introduction to multilevel
modeling techniques. New York, NY: Routledge.
Hochwarter, W. A., Kacmar, C., Perrewé, P. L., & Johnson, D. (2003).
Perceived organizational support as a mediator of the relationship
between politics perceptions and work outcomes. Journal of
Vocational Behavior, 63, 483-456.
Hu, M.L.M., Horng, J.S., & Sun, Y.H.C. ( 2009). Hospitality terms: knowledge sharing and service innovation performance. Tourism Management, 30 (1), 41-50.
Hofmann, D. A. (1997). An overview of the logic and rational of hierarchical linear models,Journal of Management, 23(6), 723-744.
Jessy, J. (2009). Study on the nature of impact of soft skills training
program on the soft skills development of management students.
Pacific Business Review, October-December, 19.
Judge, T. A., & Piccolo, R. F. (2004). Transformational and
transactional leadership: A meta-analytic test of their relative
validity. Journal of Applied Psychology, 89, 755-768.
Kamil, N.L.M., & Nasurdin, A.M. (2015). The role of emotional
intelligence, perceived organizational support, and intrinsic
motivation in predicting entrepreneurial behavior: A review and
synthesis of the literature. Annamalai International Journal of
Business Studies & Research,19-22.
Kiefer, T. (2002). Understanding the emotional experience of
organizational change: Evidence from a merger. Advances in
Developing Human Resources, 4, 39-61.
Kirkman, B. L., Chen, G., Farh, J. L., Chen, Z. X., & Lowe, K. B.,
(2009). Individual power distance orientation and follower
reactions to transformational leaders: A cross-level, cross-cultural
examination. Academy of Management Journal, 52, 744-764.
Kirovska, Z., & Qoku, N., (2014). System of employee performance
assessment, factor for sustainable efficiency of organization.
Journal of Sustainable Development, 5(11), 25-51.
Kreft, I. G., & Leeuw, J. (1998). Introducing multilevel modeling.
Newbury Park, CA: SAGE.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005).
Consequences of individuals’ fit at work: A meta-analysis of
person-job, person-organization, person-group and
person-supervisor fit. Personnel Psychology, 58, 281-342.
Kubeš, M., Spillerová, D., & Kurnický, R. (2004). Manažerské
competence.Praha: Gradiva Publishing. ISBN 80-247-0698-9.
Law, K.S., Wong, C.S., Huang, G.H., & Li, X.(2008). The effects of
emotional intelligence on job performance and life satisfaction for
the research and development scientists in China. Asia Pacific
Journal of Manage, 25, 51-69.
Lewis, K. M.( 2000). When leaders display emotion: How followers
respond to negative emotional expression of male and female
leaders. Journal of Organizational Behavior, 21, 221-234.
Liao, H., & Chuang, A. (2007). Transformational service employees and
climate: A multiple, multisource examination of transformational
leadership in building long-term service relationships. Journal of
Applied Psychology, 92, 1006-1019.
Maas, C. J. M., & Hox, J. J. (2004). The influence of violations of
assumptions on multilevel parameter estimates and their standard
errors. Computational Statistics & Data Analysis, 46, 427-440.
Maas, C. J. M., & Hox, J. J. (2005). Sufficient sample sizes formultilevel modeling. Methodology, 1, 86-92.
Marques, J. (2013). Understanding the strength of gentleness:
soft-skilled leadership on the rise. Journal of Business Ethics, 116,
163-171.
Massaro, S. (2012), Managing knowledge-intensive workers. Nature
biotechnology. 30(7), 721-723.
Mayer, J. D., Caruso, D. R., & Salovey, P. (1999). Emotional
intelligence meets traditional standards for intelligence. Intelligence, 27, 267-298.
McManus, K. (1995). Acquiring knowledge and skills for twenty-first
century supervision. Management Development Review, 8(5), 18-24.
Metcalf ,L., & Benn, S.(2012). Leadership for sustainability: An
evolution of leadership ability. Journal of Bus Ethics , 112,369–384.
Miao, C., Hamphrey, R.H., & Qian, R.(2017). A meta-analysis of
emotional intelligence effects on job satisfaction mediated by job
resources, and a test of moderators. Personality and Individual
Differences, 117,281-288.
MohdKamil, N., & Nasurdin, A. (2015). The role of emotional
intelligence, perceived organizational support, and intrinsic
motivation in predicting entrepreneurial behavior: A review and
synthesis of the literature. AIJBSR, SPECIAL ISSUE, 19-22.
Mok, M. (1995). Sample size requirements for 2-level designs in
educational research. Sydney, Australia: Macquarie University.
Nikolaou, I., & Tsaousis, I. (2002). Emotional intelligence in the
workplace exploring its effects on occupational stress and
organizational commitment. International Journal of
Organizational Analysis, 10 (4), 327-342.
O’Neill, O.A., Vandenberg, R.J., DeJoy, D.M., & Wilson, M.G.(2009).
Exploring relationships among anger, perceived organizational
support, and workplace outcomes. Journal of Occupational
Health Psychology, 14(3), 318-333.
Organ, D. W., & Ryan, K. (1995). A meta-analytic review of attitudinal
and dispositional predictors of organizational citizenship behavior.
Personnel Psychology, 48, 775-802.
Oztimurlenk,S. (2012). The Relationship among Emotional
Intelligence, Demographic Factors and Employees’ Functional Role in the Workplace. Northeast Business & Economics Association Proceedings,253-256.
Parente, D. H., Stephan, J. D., & Brown, R. C. (2012). Facilitating the
Acquisition of Strategic Skills: The role of traditional and soft
managerial skills, Management Research Review, 35(11), 1004-1028.
Piccolo, R. F., & Colquitt, J. A. (2006). Transformational leadership and
job behaviors: The mediating role of core job characteristics
Academy of Management Journal, 49(2), 327-340 .
Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2003).
Common method biases in behavioral research: A critical review of
the literature and recommended remedies. Journal of Applied
Psychology, 88, 879-903.
Powell, W.W., Koput, K.W., & Smith-Doerr, L. (1996).
Inter-organizational collaboration and the locus of innovation:
Networks of learning in biotechnology. Administrative Science
Quarterly, 41, 116–145.
Pryke, S.,Lunic, D., & Badi, S. (2015). The effect of leader emotional
intelligence on leader–follower chemistry: a study of construction
project managers. Construction Management and Economics, 33(8),
603-624.
Rahim, M.A., Psenicka, C. Polychroniou, P., Oh, S.-Y., Ferdausy, S. &
Dias, J.F. (2006). Emotional intelligence and transformational
leadership: a group analysis in five countries‖, Current topics in
Management, 11, 223-236.
Ramesh, P. (2017). Emotional Intelligence and Perceived Stress
Among Scientists in Agricultural Research Service. The IUP ournal
of Organizational Behavior, 151(2),71-79.
Rhoades, L., & Eisenberger R. (2002). Perceived Organizational
Support: A Review of the Literature. Journal of Applied
Psychology, 87(4), 698-714.
Robbins, S.P., & Judge, T.A. (2009). Organizational behavior (13th
ed.) . New Jersey: Pearson Education, Inc., 298.
Robinson, S., & Stubbured, H.A. (2014). Teaching creativity, team work
and other soft skills for entrepreneurship. Journal of
Entrepreneurship, 17(2), 186-197.
Rosete, D., & Ciarrochi, J.( 2005). Emotional intelligence and its
relationship to workplace performance outcomes of leadership
effectiveness. Leadership & Organization Development Journal,
26(5): 388–399.
Rozell, E.J., Pettijoliu, C.E., & Parker R.S. (2004). Customer oriented
selling: Exploring the roles of emotional intelligence and
organizational commitment. Psychology and Marketing, 21(6),
405-424
Salami, S.O. (2008). Demographic and psychological factors predicting
organisational commitment among industrial workers.
Anthropologist, 10(1), 31-38.
Salleh, R., Yusoff, M.A., Harun, H., & Memon, M.A. (2015). Gauging
industry’s perspectives on soft skills of graduate architects:
Importance vs satisfaction. Global Business and Management
Research: An International Journal. 7(2), 95-101.
Salovey, P., & Mayer, J. D. (1990). Emotional intelligence. Imagination,
Cognition and Personality, 3(9), 185-211.
Semadar, A., Robbins, G., & Ferris, G. R. (2006). Comparing the validity
of multiple social effectiveness constructs in the prediction of
managerial job performance. Journal of Organizational Behaviour,
27, 443-461.
Settoon, R.P., Bennett, N., & Liden, R.C. (2009). Social exchange in
organizations: Perceived organizational support, leader-member
exchange, and employee reciprocity. Journal of Applied
Psychology, 81(3), 219-227.
Shoss, M.K., Eisenberger, R., Restubog, S.L.D., & Zagenczyk, T.J.
(2013). Blaming the organization for abusive supervision: The roles
of perceived organizational support and supervisor’s organizational
embodiment. Journal of Applied Psychology, 98(1), 158-168.
Schutte, N.S., Malouff, J.M., Bobik, C., Coston, T.D., Greeson, C.,
Jedicka, C...., & Wendorf, G. (2001).Emotional intelligence and
interpersonal relation. Journal of Social Psychology, 1(4), 523-536.
Shahzad, S., & Bagum, N. (2012). Gender Differences in Trait Emotional
Intelligence:A Comparative Study. Business Review, 7(2),106-112.
Shrestha, A.K. & Baniya, R. (2016). Emotional intelligence and
employee outcomes: moderating role of organizational politics.
Business Perspectives and Research, 4(1), 15-26.
Stain, A. (2015). Supply chain talent: a practical approach to hardening.
Supply Chain Management Review, Jul-Aug, 20-26.
Stevens, J.P. (2009). Applied multivariate statistics for the social
sciences. New York, NY: Routledge.
Tabatabae, S., Jashani, N., Matajic, M., & Afsar, N.A. (2013). Enhancing
staff health and job performance through emotional intelligence and
self-efficacy. Procedia - Social and Behavioral Sciences, 84, 1666-
1672.
Taggar, S., Hackett, R., & Saha, S. (1999). Leadership emergence in
autonomous work teams: antecedents and outcomes. Personnel
Psychology, 52, 899-926.
Takeuchi, R., Chen, G. & Lepak, D. P. (2009). Through the looking glass
of a social system: Cross-level effect of high-performance work
systems on employees’ attitudes. Personnel psychology, 62, 1-29.
Trejo, A. (2016). Project outcomes improved by emotional intelligence.
Business Perspectives and Research, 4(1), 67-76.
Vandenberghe, C., Bentein, K., Michon, R., Chebat, J., Tremblay, M., &
Fils, J. (2007). An examination of the role of perceived support
and employee commitment in employee–customer encounters.
Journal of Applied Psychology, 92(4), 1177-1187.
Van Kleef, G. A., Anastasopoulou, C., & Nijstad, B. A. (2010). Can
expressions of anger enhance creativity? A test of the emotions as
social information (EASI) model. Journal of Experimental Social
Psychology, 46, 1042-1048.
Van Kleef, G. A., Homan, A. C., Beersma, B., van Knippenberg, D., van
Knippenberg, B., & Damen, F. (2009). Searing sentiment or cold
calculation? The effects of leader emotional displays on team
performance depend on follower epistemic motivation.Academy of
Management Journay, 52, 562-580.
Walumbwa, F., Wang, P., Lawler, J., & Shi, K. (2004). The role of
collective efficacy in the relations between transformational
leadership and work outcomes. Journal of Occupational and
Organizational Psychology, 77, 515-530.
Wang, G., Oh, I. S., Courtright, S. H., & Colbert, A. E. (2011).
Transformational leadership and performance across criteria and
levels: A meta-analytic review of 25 years of research. Group &
Organization Management, 36, 223-271.
Watson, H. J. (2015). Soft skills for professional success. Business
Intelligence Journal, Student Edition, 10-13.
Webb, C. A., Schwab, Z. J., Weber, M., DelDonno, S., Kipman, M.,
Weiner, M. R., & Killgore, W. D. S. (2013). Convergent anddivergent
validity of integrative versus mixed model measures of emotional
intelligence.Intelligence, 41, 149 -156.
Wheller, R.E. (2016). Can “people skills” be taught? How emotional
intelligence can help pave your way to success. AALL
SPECTRUM, 28-31.
Whitener, E. M. (2001). Do high commitment human resource practices
affect employee commitment? A cross-level analysis using
hierarchical linear modeling. Journal of Management, 27, 515-535.
Wolff ,S.B., Pescosolidob, A.T., & Druskat, V.U. (2002). Emotional
intelligence as the basis of leadership emergence in self-managing
teams. The Leadership Quarterly, 13(5), 505-522.
Wong, C. S., & Law, K. S. (2002). The effects of leader and follower
emotional intelligence on performance and attitude: An exploratory
study. The Leadership Quarterly, 13, 243-274.
Wright, T. A., & Staw, B. M. (1999). Affect and favorable work
outcomes:Two longitudinal tests of the happy-productive worker
thesis. Journal of Organizational Behavior, 20, 1-23.
Wu, C. W. (2013). Global-innovation strategy modeling of biotechnology
industry. Journal of Business Research, 66, 1994-1999.
York, A.S., Kim, A., McCarthy K., & Darnold T.C. (2008). Teaming in
biotechnology commercialization: The diversity-performance
connection and how university programmers can make a
difference. Journal of Commercial Biotechnology, 15(1), 3-11.
Zampetakis, L. A., Beldekos, P., & Moustakis, V. S. (2009). Day-to-day
entrepreneurship within organisations: The role of trait Emotional
Intelligence and Perceived Organisational Support. European
Management Journal, 27(3), 165-175.
Zampetakis, L. A., & Kafetsios, K. (2010). Group entrepreneurial
behavior in established organization: The role of middle manager’s
emotion regulation and group diversity. Research on Emotion in
Organizations, 6, 33-61.
Zeidner, M., Matthews, G., & Roberts, R.D. (2004). Emotional
intelligence in the workplace: a critical review. Applied
Psychology: An International Review, 53(3) , 371-399.
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
QR Code
QRCODE