企業組織意識到人力資本的重要性，逐漸重視員工工作敬業與工作滿意程度，此被視為一種內在的心理層面動機及工作幸福感的指標，也是導致員工績效結果最好的驅動因素。過往學者們的研究發現管理教練之領導模式不僅能促使員工自我成長，更能讓員工主動積極、展現自我、提高生產力進而達成組織目標及成果，因此管理教練之領導模式在組織當中成為相當重要的一個環節，故本研究除了探討管理教練之領導模式與員工工作幸福感的關係，並以工作敬業及工作滿意做為幸福感的指標，亦試著釐清管理教練之領導模式具備影響力之外，若以工作意義作為中介是否也有其影響力。本研究是以台灣地區全職工作者且施測當下仍在職作為本次研究的對象，並仍由紙本問卷進行一次性調查，最終，研究結果顯示管理教練之領導模式對於員工工作敬業、工作滿意有直接的正向影響，然而，工作意義作為中介效果也確實具備正向的影響。最後，本研究將針對研究結果給予理論意涵、管理意涵以及未來研究給予部份的建議。

Organizations have come to realize the significance of human capital and are increasingly valuing employee dedication and job satisfaction. This is seen as an indicator of intrinsic psychological motivation and a sense of job happiness. It's also regarded as one of the best driving factors for employee performance outcomes and is viewed as one of the essential internal predictive metrics. Additionally, past studies by scholars have found that the leadership model of managerial coaching not only promotes employee growth but also encourages employees to be proactive, express themselves, and enhance productivity, thereby achieving organizational goals and results. As a result, the leadership model of managerial coaching has become an integral part of organizations. This study examines the relationship between the managerial coaching leadership model and employee job happiness, using job dedication and satisfaction as indicators of happiness. The study also attempts to clarify the direct impact of the managerial coaching leadership model, and whether there is an effect when job significance is used as a mediator. The research focuses on full-time workers in Taiwan and is conducted through a one-time paper questionnaire survey. Ultimately, the results demonstrate a direct positive influence of the managerial coaching leadership model on employee dedication and job satisfaction. Furthermore, job significance, when used as a mediating factor, also indeed has a positive effect. Finally, the study will delve into the theoretical implications and practical implications of the results, and provide recommendations for future research.

目錄
論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
第壹章 緒論 1
第貳章 文獻探討 4
第一節 社會交換理論 4
第二節 管理教練 5
第三節 工作敬業 7
第四節 工作滿意 8
第五節 工作意義 10
第六節 各變項間之關係探討 12
第參章 研究方法 16
第一節 研究架構 16
第二節 研究假設 16
第三節 研究樣本以及抽樣方式 17
第四節 測量工具 17
第五節 分析方式 18
第肆章 研究結果 20
第一節 敘述性統計 20
第二節 相關分析 21
第三節 驗證性因素分析 21
第四節 研究假設檢定 24
第伍章 結論與建議 29
第一節 理論意涵 29
第二節 管理意涵 30
第三節 研究限制及未來研究建議 32
參考文獻 34
中文文獻參考 34
英文參考文獻 35
圖次
圖3-1研究架構 16
圖4-1研究架構分析之結果 27
表次
表4- 1受測者特性之敘述性統計 20
表4- 2敘述性統計、相關係數及信度分析 21
表4- 3驗證性因素分析結果 22
表4- 4驗證性因素分析與模型配適度指標 23
表4- 5階層迴歸分析結果 26
表4- 6中介效果檢定結果 27
表4- 7研究假設檢定結果 28

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