| Summary: | 碩士 === 輔仁大學 === 管理學研究所 === 98 === Times go on, human capital become the key success factor of company. “Competency” has been firstly mentioned in 1973, since then, the academia and practitioners started to concern on the abilities which are related to job performance. The middle managers are crucial roles in a company; they undertake responsibilities to communicate with senior managers and first-level managers. Because of these reasons, scholars and practitioners want to know how to train middle managers cultivated and well practice key management competencies. For the background and follow the research motives, three purposes of this study have been developed as follow:
1. To explore the key middle management competencies which are identified by scholars and practitioners.
2. To verify the influence of company training strategy on middle management competencies.
3. To analyze the moderation effect of learning style between company training strategy and middle management competencies.
The expert interview was conducted to identify the content of middle management competencies and company training strategies. Meanwhile, this research utilize expert validity questionnaire to modify the items. The formal questionnaire is designed based on this framework, and reach the validity standard.
The sample of this study consists of cross-industries middle managers. A total of 520 questionnaires are issued and 201 respondents are valid accounted for responding rate of 38.65%. The research also used statistical analysis to test the hypotheses.
The results indicate that company implement on-the-job and off-the-job training programs more frequently and appropriately, middle management competencies could easier to be improved; and on-the-job training is more effective to cultivate middle management competencies. Regarding learning style, only diverger and assimilator have the moderation effect of learning style between company training strategy and middle management competencies; but just for on-the-job training strategy appropriateness, off-the-job training strategy frequency, and off-the-job training strategy appropriateness. And opinion from practitioners show that the moderation effect of learning style could be influenced by many other factors, such as lecturer’s teaching method, learning environment, learning atmosphere, middle managers’ past learning experiences or something like that. Because of these reasons, parts of the moderation effect of learning style might be not evident.
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