近年來管理教練的理論和實踐研究日益增加，逐步成為企業組織中越來越常使用的管理領導方式。過往研究指出管理教練與員工的工作行為之間存在正向關聯，然未探討管理教練與員工的工作態度與動機之間的關聯性，故本研究採用工作滿意和工作敬業對應態度與動機，探討管理教練與工作滿意、工作敬業之間的關聯性，也進一步研究管理教練與工作滿意、工作敬業之間可能的影響因素，試圖採用關係能量的觀點架構一個理論模型，來藉此探討管理教練是否可以透過關係能量之中介效果去影響員工的工作滿意和工作敬業的程度。本研究以臺灣地區的非主管職之全職員工為研究主體，進行自陳式問卷調查，讓研究對象依據自身狀況進行填答，總共回收344份有效問卷資料。從研究結果中可得知關係能量對於管理教練與員工的工作滿意和工作敬業具有中介效果，本研究針對研究結果討論管理實務中的涵義後，再對未來的研究方向或調整提出建議。

In recent years, there has been an increasing amount of theoretical and practical research on managerial coaching, which has gradually become a more commonly used leadership approach in business organizations. Previous studies have indicated that managerial coaching is positively associated with employee work behavior. However, the relationship between managerial coaching and employee work attitude and motivation has not been fully explored. This study used job satisfaction and job engagement to represent work attitude and motivation, respectively, to investigate the relationship between managerial coaching and job satisfaction and job engagement. Additionally, this study explored the potential influencing factors between managerial coaching and job satisfaction and job engagement. By adopting the perspective of relational energy, a theoretical model was constructed to examine whether managerial coaching can influence employees' levels of job satisfaction and job engagement through the mediating effect of relational energy.
This study focuses on full-time employees in non-supervisory positions in Taiwan and employs a self-administered questionnaire survey. A total of 344 valid questionnaires were collected. The findings indicate that relational energy plays a mediating role between managerial coaching and job satisfaction and job engagement. Based on the results, implications for management practices are discussed, and suggestions for future research directions or adjustments are provided.

論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
第壹章 緒論 1
第貳章 文獻探討與假設 4
第一節 管理教練 4
第二節 關係能量 6
第三節 工作滿意 7
第四節 工作敬業 8
第五節 各變項間的關係 9
（一） 管理教練與工作滿意 9
（二） 管理教練與工作敬業 11
（三） 管理教練與關係能量 13
（四） 關係能量對於管理教練和工作滿意的中介效果 14
（五） 關係能量對於管理教練和工作敬業的中介效果 15
第參章 研究方法 17
第一節 研究架構與假設 17
第二節 研究對象與抽樣方式 17
（一） 管理教練 18
（二） 關係能量 18
（三） 工作敬業 18
（四） 工作滿意 19
第三節 資料分析方法 19
（一） 驗證性因素分析 19
（二） 敘述性統計分析 20
（三） 信度分析 20
（四） 相關分析 20
（五） 迴歸分析 20
第肆章 統計結果 21
第一節 敘述性統計 21
第二節 驗證性因素分析 22
第三節 相關分析 24
第四節 假設檢定 25
（一） 管理教練與工作滿意之關係（假設一之驗證） 25
（二） 管理教練與工作敬業之關係（假設二之驗證） 25
（三） 管理教練與關係能量之關係（假設三之驗證） 25
（四） 關係能量之中介效果（假設四、五之驗證） 27
第伍章 結論與建議 28
第一節 理論意涵 28
第二節 管理實務意涵 30
第三節 研究限制及未來研究建議 31
參考文獻 33

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