本研究以技術人員向管理人員轉型作為研究目標，旨在深入探究情情緒智商在這一領域的重要性。本研究以某大陸國有企業Y公司技術人員之管理層轉型晉升作為研究實證進行個案研究。基於大陸之政治制度與企業制度之特殊性，本研究藉由一些西方的理論去探討本研究議題，將具有關學術與實務應用上的意義。基於上述，本研究通過個案的實情分析、文獻探討和個案訪談的綜合研究方式，從技術人員和管理人員之工作角色的特性、轉型後可能存在的問題、個案公司員工晉升管道和選拔的方式、員工激勵和領導績效這幾個方面，多維去解析情商在這些面向上的意涵。
本研究採用質性研究法中的個案研究法，對該公司之不同層級管理人員和普通技術人員進行深度訪談，透過他們對管理認知、自身定位、當下困境、矛盾處理及對晉升意願之看法，以探討情商之重要性。關於對技術人員升遷至管理層之轉型中，情緒智商所佔據的重要性，本研究有下列的重要發現：
1.管理者對自身工作角色之認識不足。
2.管理者對管理的內涵理解過於膚淺。
3.情商沒有被納入企業的日常管理和晉升評價之中。
4.技術人員轉換成管理人員後存在著「彼得高原」現象。
5.中國大陸國有企業公司員工的晉升管道和選拔的方式不妥当。

The major purpose of this study is to explore the importance of emotional intelligence in the transformation of Technicians. This research takes the managerial transition and promotion of technical staff in Y company, a mainland state-owned enterprise, as a case study. Based on the particularity of the mainlands political system and enterprise system, this research will have academic and practical significance by using some western theories to explore this topic.This research uses the case study method of qualitative research method to conduct in-depth interviews with different levels of management and general technical staff of the company, to explore the importance of emotional intelligence through their perceptions of management, self-positioning, current dilemma, conflict resolution, and willingness to advance. Regarding the importance of emotional intelligence  in the transition from technical to management. There are following important findings in this study: 
1.Managers have a poor understanding of their roles. 
2.Managers understand the connotation of management too superficial. 
3. Emotional intelligence is not included in the daily management and promotion evaluation of enterprises. 
4. There is a phenonment of "Peter Plateau" in the transition from technician to manager. 
5. The promotion channels and selection methods of Chinese mainland employees are not appropriate.

目錄...................I
表次.................III
圖次.................IV
第一章緒論.............1
第一節 研究背景與動機...................1
第二節 研究目的.......................8
第三節 研究流程與論文結構....................9
第二章文獻探討................................11
第一節 現代企業技術人員發展的現況..............13
第二節 情商理論綜述......................16
第三節 情商與職涯間的關係...............25
第四節 彼得原理的科學內涵..............30
第三章研究方法...........................................34
第一節 質化研究方法..........................34
第二節 研究架構.................................36
第三節 研究對象....................................37
第四節 資料收集和分析........................38
第五節 訪談流程和訪談大綱.....................42
第四章資料分析與結果................................44
第一節 個案公司簡介..............................44
第二節 個案公司組織架構.....................47
第三節 訪談結果-深度訪談....................50
第四節 訪談結果分析..............................57
第五章結論與建議..........................................65
第一節 結論..............................................65
第二節 研究限制......................................70
第三節 建議..............................................71
參考文獻.......................................75
一、中文部分..........................................75
二、英文部分..........................................77

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