A Study of The Effect of Director Coaching Behavior on Knowledge Transfer Performance and Innovative Behaviors - Leader Member Exchange as The Moderator

• Main Authors: Fen-lin, Chen, 陳奮霖
• Other Authors: Chien, Yu
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/18383706768800454577

碩士 === 國立臺灣師範大學 === 科技應用與人力資源發展學系人力資源碩士在職進修專班 === 99 === Poor staff performance, and often put the blame on poor leadership skills; in other words, leadership directly affect members in the performance of employees on work performance and the success or failure. The teachings of the leader behavior and subordinate exchange relationship between the quality of employees at work will affect the performance exhibited by this subject in the majority of previous studies is to investigate the performance of work, but then the performance of knowledge transfer little reference, widely popular in the occasion of the knowledge economy, is food for thought and discussion, so this study different levels of competent member exchange relationship with the director of coaching behavior to explore the performance of knowledge transfer has a positive impact relationship to further study. Purpose of this study is to investigate whether the conduct of head coach will conduct knowledge transfer and innovation performance impact, and to further explore the different levels of exchange relations are subordinate in charge will conduct knowledge transfer and innovation performance has a positive role in the regulation. In this study, convenience sampling is adopted pro-human way to send payment with the commission and the questionnaires and collect empirical data, issuing a total of 440 questionnaires, 338 valid questionnaires design, questionnaire response rate was 76.82 percent. From the data analysis, the following conclusions: (1) head coach behavior on the performance of knowledge transfer has a positive impact. (2) head coach behavior on the behavior of employees has a positive impact on innovation. (3) The competent member exchange relationships and knowledge of the behavior of head coach transfer performance has a positive regulatory role. (4) The member exchange relationship with the staff of head coach behavior has a positive regulatory role of innovative behavior. The results will provide industry managers and human resource personnel in training and business strategy development and application of reference.