在今日瞬息萬變的社會，想要達到職涯成功及自我實現，必須做好職場個人學習。教練是職場個人學習的策略之一，當主管展現管理教練技能時，將促進部屬改善績效，並深化部屬學習。有效的教練技能應重視賦權式的管理方式，然而，過去對教練的定義，多著重在教練為主導角色，部屬心理賦能可瞭解主管與部屬雙向互動間之關係。本研究以成人學習理論為理論基礎，探討壽險產業中部屬認知主管展現管理教練技能與部屬職場個人學習之關係，並透過部屬心理賦能為中介變項探討三者間之關係。本研究以壽險產業中現職有直屬主管的員工進行調查，共蒐集309份問卷。研究結果顯示，管理教練技能對部屬心理賦能有正向影響；部屬心理賦能對職場個人學習有正向影響；部屬心理賦能對管理教練技能與職場個人學習之關係具中介效果。後續將提出理論及人力資源發展實務之參考與建議。Nowadays, personal learning in workplaces is a critical issue of being successful in career and self-fulfillment owing to the quick pace of change in environment. Managerial coaching is one of the strategies regarding to learning in the workplace. When a manager displays the coaching skills, he/she will help his/her subordinate to improve performance, and deepen learning. The effectiveness of managerial coaching derived from the action of empowering subordinates. However, according to literature review, the definition of managerial coaching emphasizes the role of coach rather than the acceptance of coachee. Therefore, psychological empowerment will help to realize the two-way relationship between supervisor and subordinate.The research is based on Andragogy Theory. The aim of this study is to investigate the relationship between managerial coaching skills and employees' personal learning in workplaces, with psychological empowerment as the mediator.This study collected 309 valued samples from employees who have the direct supervisors in the industry of life insurance. The results revealed that managerial coaching skills had positive effect on psychological empowerment. Moreover, psychological empowerment had positive effect on personal learning in workplaces. At last, the mediating effect existed in the relationship between managerial coaching skills and personal learning in workplaces. Implications for theories and practice are presented.