本研究以期望失驗理論 (Expectancy Disconfirmation Theory) 及缺口理論 (Gap Thoery) 為基礎，檢視主管之管理才能對員工滿意度的影響。本研究所採取之主管管理才能的評量模式有二：(1)部屬實際知覺之主管管理才能，(2)部屬實際知覺與期望之主管管理才能缺口。本研究對386份有效問卷進行資料分析，主要之研究結果為(1)在每項管理才能構面－分析控制、溝通督導、團隊建立、及規劃管理中，均可發現部屬之實際知覺與期望間存在顯著缺口，顯示組織確實存在管理發展之需求以及部屬期望未被實現之情形。(2)在「實際知覺」及「實際與期望的缺口」模式中，均發現若主管之規劃管理能力愈佳，則員工滿意度也愈佳，意謂著組織可藉由規劃管理能力之發展，以提昇員工之整體滿意度。本研究亦對未來建議與管理意涵提出討論。 Based on expectancy disconfirmation theory and gap theory, this study hypothesized that supervisor's management competencies are positively related to employee satisfaction. Supervisors' management competencies are evaluated by (a) the perceived performance of management competencies, and (b) the gap between perceptions of management competencies and expectations of management competencies.
Data of total 386 questionnaires were analyzed. There are two major findings (1) Significant gaps existed between perceived and expected competencies, including analysis, communication, team-building, and planning competency. This result indicates that the need for management development and the existence of disconfirmation. (2) The planning dimension of management competencies would be most predictive of employee satisfaction, implying that firm may develop supervisors' planning competency to enhance employee satisfaction. Implications of these findings for management practice and future research are discussed.