管理教練技能被視為主要能改善部屬生產力及工作績效的關鍵因素。近幾年來，管理教練制度在實務管理上備受重視。本研究主要目的為探討部屬認知之主管管理教練技能與部屬工作承載之間的關聯性。過去已有許多研究及文獻探討管理教練技能與部屬行為變數間的關係，其中以工作投入及工作績效最多探討及進行研究。但實證研究方面，探討管理教練技能與部屬工作承載之間關係的文獻卻較缺乏。本研究以兩百六十六份有效問卷進行分析，研究結果發現：部屬認知到的管理教練技能對於部屬的工作承載力有負向影響。在管理教練技能逐漸風行的狀況下，本研究提醒企業需體認管理教練制度並非是所有領導或是管理的萬靈丹。推論管理教練技能可能僅是一項管理的支援系統，尚須考量到許多可能影響的變項，包括領導者的風格，所屬的產業的文化，及部屬的人格特質不同自然也有其適合應用的管理及激勵方式。如企業希望提昇部屬之工作承載力，此冀望並不容易單單透過主管的管理教練技能就能有所改變。建議未來研究者可以從中探討還有什麼變項更能激發員工的內在動力? 並促使部屬有較高的動機去提升其工作承載力。關鍵字：管理教練技能、工作承載 The managerial coaching skill has been recognized as a key factor in improving employee productivity and performance. Consequently, managerial coaching has drawn attention in performance-driven organization. As there is little empirical research investigating the impact of employee workload capability in the coaching relationship, this study aims to examine the link in more detail. The findings based on 266 surveys reveal managerial coaching skills are negatively related to employee’s workload capability. Implications suggest managerial coaching is not an organization fix-all. Instead of thinking that coaching is the cure-all for everything in organizations, we have to reiterate the fact that different people have different needs and this is one of the fundamental challenges of leadership.The best way to align an employee’s efforts with the needs of the organization is to identify what motivate the employee and to foster their motivation. Subsequently suggestion for future research it is still at the heart of the organization’s best interest to find out what can really motivate and inspire the employee, and identify the real factor which drives the employee workload capability.Keywords: Managerial Coaching Skills, Workload Capability
