面對現今經濟景氣波動快速，身為公司負責人、主管等如何提昇工作績效，進而再創營運績效，是一直以來公司負責人、主管的重要課題，企業公司負責人、主管，是否能帶領組織，突破每一次的逆境，則與公司負責人、主管的管理能力，有著相當重要的牽動關係。公司負責人、主管的管理能力因概括多方面，故本研究針對管理能力中，其中的職場上『情緒管理』的部分與『工作績效』之相關性影響，特別提出探討與研究。

本研究透對象為四大不同產業(如高科技產業、傳統產業、金融保險產業、食品業)及綜合其他產業之已具規模之公司為例而研究之。研究方法則以網路問卷方式，將問卷所得數據，以敍述統計分析、因素分析、T檢定、單變異數分析、多變量分析、E-view檢定及羅吉斯迴歸分析進行資料統計、結果分析之研究，並藉由結果分析，了解職場上主管『情緒管理』與『工作績效』之相關性影響。

研究結果顯示，職場上主管的『情緒管理』，受到主管個人的『人格特質』、『工作環境軟硬體設備』與人際關係中的『同儕關係類型』的不同，而有顯著的影響波動，而受到影響波動的『情緒管理』進而影響到主管在工作上的績效表現，是否優異。

因此，本研究針對統計結果分析之研究，以期望研究結果，能有效提供公司負責人、主管的『管理能力』再升級與強化主管在職場上自身競爭優勢參考。

In an era of rapid economic changes, for those in charge of business operations, improving job performance in order to increase operational performance has long been a concern. The competencies of people in charge of businesses in leading organizations as they overcome challenges tie closely with their management abilities. There are several aspects to the management abilities of business executives. This study examines and discusses the correlation between two of the aspects, “emotion management” and “job performance.”
This study investigates four different industries (hi-tech, traditional, finance, and food) and selects long established companies as the subjects. The research method used is an on-line questionnaire that will allow us to administer descriptive analysis, factor analysis, T-test, one factor analysis of variance, multivariate analysis, E-view test, and logistic regression to better understand “emotion management” and “job performance.”
The research results indicate that the “emotion management” of executives is significantly influenced by the “personality trait” of individual superiors, “software and hardware facilities at work,” and “peer relationship type” and among these influential factors, “emotion management” impacts the job performance of business executives.
It is hoped that these research results will serve as an effective reference for business executives and their superiors with their efforts to improve and enhance their “management abilities” as well as their competitive advantages.

附 錄
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