管理教練被視為能增進部屬工作績效的關鍵因素，近年在實務管理上備受重視。過去關於教練的主要研究多集中在個人技能的培育，針對執行任務團隊的教練的研究相對少了許多，因此，管理教練對團隊的影響力是本研究欲探討的關鍵因素。本文旨在探討管理教練對團隊心理資本的影響、團隊心理資本對團隊工作敬業和團隊滿意度的作用，以及團隊心理資本在其中扮演的中介角色。本研究有兩個目的，第一是檢測管理教練是否可以正向影響團隊心理資本；第二在於檢視與驗證團隊心理資本在管理教練與團隊工作敬業、團隊滿意度之間所扮演的中介角色。本研究以台灣服務業從業人員之工作團隊為研究對象，每組團隊人數約三到五人，實際有效樣本為101組。研究結果表明主管之管理教練技能屬於可以影響部屬團隊心理資本的前因，同時管理教練強調開放溝通、接受歧異、促進員工成長和發展能有效提升團隊工作敬業和團隊滿意度。此外，本文證實了團隊心理資本在團隊工作敬業和團隊滿意度中扮演關鍵角色。

Managerial coaching is regarded as a key factor that can improve the work performance of subordinates, and has received much attention in practical management in recent years. The influence of management coaches on teams is an important key factor to be explored in this study. This study aims to explore the impact of managerial coaching on team work engagement and team satisfaction, and the mediating role played by team psychological capital. This study has two purposes. The first is to test whether managerial coaching can positively affect team psychological capital; the second is to examine and verify the mediating role of team psychological capital between managerial coaching, team work engagement, and team satisfaction. This study takes the work team of the first type of business practitioners in Taiwan as the research object. The number of each team is about three to five people, and the actual effective sample is 101 groups. The research results show that supervisors' managerial coaching skills can affect subordinates' team psychological capital, and managerial coaching can effectively improve team work engagement and team satisfaction. In addition, this study confirms that team psychological capital plays a key role in team work engagement and team satisfaction.

論文審定書i
摘要ii
Abstractiii
目錄iv
圖次vi
表次vii
第壹章 緒論1
第貳章 文獻探討4
第一節、管理教練4
第二節、團隊心理資本6
第三節、團隊工作敬業8
第四節、團隊滿意度9
第五節、各變項間之關係探討11
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
第三節、測量工具18
第四節 資料分析方法20
第肆章 研究結果24
第一節、敘述性統計24
第二節、相關分析25
第三節、驗證性因素分析26
第四節、假設驗證29
第伍章 結論36
第一節、研究討論36
第二節、管理意涵38
第三節、研究限制與未來研究建議39
參考文獻43

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