本研究為了探討員工職場個人學習和員工所認知到的主管管理教練行為，與員工知覺組織圈內人角色之關聯性，並比較員工職場個人學習和員工所認知到主管管理教練行為對於員工知覺組織圈內人角色的影響程度，何者更為顯著；以問卷調查方式，利用目的性抽樣308名各產業的正職員工，經過資料收集後獲得204份有效樣本。研究結果顯示，員工職場個人學習以及員工所認知到主管管理教練行為皆對於知覺組織圈內人角色有正向顯著影響；在相對重要性比較的研究結果則顯示，相較於員工職場個人學習，員工所認知到主管管理教練行為，對於員工知覺組織圈內人角色的影響更為重要。

The main research method applied was a questionnaire survey. The purposive sampling technique was adopted in selecting the samples from full-time employees among various industry sectors in the study. Of the questionnaires distributed, 308 were returned, of which 204 were valid samples.
The purpose of this study is to explore the effects of personal learning and managerial coaching skill on perceived insider status. In addition, we attempted to compare the effects of personal learning and managerial coaching skill on perceived insider status, and figure out which is more significant.
According to the results, our findings revealed that both personal learning and managerial coaching skill had significant positive effects on perceived insider status. The dominance analysis showed that on perceived insider status, managerial coaching skill shows a stronger effect than personal learning.

一、中文文獻
丁宗平（2011）。部屬認知之管理教練行為對部屬職涯自我管理的影 響─以職涯復原力為中介變項。國立中央大學人力資源管理研究所，碩士論文。
王郅皓（2011）。管理教練行為對員工工作投入之影響-以員工情緒智力為中介變項。國立中央大學人力資源管理研究所在職專班，碩士論文。
張展嘉（2014）。主管教練行為對員工工作績效之關聯性探討─以員工工作焦慮為調節變項。國立中央大學人力資源管理研究所，碩士論文。
張偉豪（2011）。論文寫作SEM不求人。高雄市：三星。
郭為藩（1972）。自我心理學。臺南：開山書局。
劉明德（譯）（民80）。政策制定過程（原作者：Lindblon, C. E.）。臺北市：桂冠。
二、英文文獻
Albanese, R & Van Fleet, D. D. (1983). Organization behavior: A managerial viewpoint.New York: CBS College Publishing.
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review,
14, 20–39.
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review,
14, 20–39.
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review,14, 20-39.
Bandura, A. (1989). Human agency in social cognitive theory. American psychologist, 44(9), 1175-1184.
Baumeister, Roy F. and Mark R. Leary (1995), “The Need to Belong: Desire for Interpersonal Attachments as a Fundamental Human-Motivation,” Psychological Bulletin, 117(3), 497-529.
Beattie, R. S. (2002). Developmental managers: Line managers as facilitators of workplace learning in voluntary organisations. Unpublished Ph.D. Thesis, University of Glasgow, Glasgow.
Bean, Howard Broughton (1971). The Effects of a Role-Model and Instructions on Group Interpersonal Openness and Cohesiveness. West Virginia University, Morgantown,WV.
Bontis, N., Crossan, M. M., & Hulland, J. (2002). Managing an organizational learning system by aligning stocks and flows. The Journal of Management Studies, 39(4), 437-469.
Bolles, R. N. (1992). What color is your parachute. Bakelly, CA;Ten
Boud, D. & Solomon, N. (2001). Work-based learning: a new higher education? Open University Press.
Blau, P.M., (1964). Exchange and Power in Social Life, New York:John Wiley and Sons.
Burdett, J. O. (1998). Forty things every manager should know about coaching. Journal of Management Development, 17(2), 142-152.
Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. Chicago: Consulting Psychologists press.
Caroline P D'Abate, Erik R Eddy & Scott I Tannenbaum (2003). What's in a Name? A Literature-Based Approach to Understanding Mentoring, Coaching and Other Constructs That Describe Developmental Interactions. Human Resource Development Review,2(4), 360-384
Coffield, F. (1998). Learning at work, Bristol: Policy Press.
Crossan, M. M., Lane, H. W., & White, R. E. (1999). An organizational learning framework: From intuition to institution. The Academy of Management Review, 24(3), 522-537.
Chao, G. T., O'Leary-Kelly, A. M., Wolf, S., Klein, H. J., & Gardner, P. D. (1994). Organizational socialization: Its content and consequences. Journal of Applied psychology, 79(5), 730-743.
Chen Z G, Lam W, Zhong J A (2007). Leader-member exchange and member performance: A Leader-member Exchange and Organizational Citizenship Behavior.
Chen, Z. X., & Aryee, S. (2007). Delegation and employee work outcomes: An examination of the cultural context of mediating processes in China. Academy of Management Journal, 50, 226-238.
D’Abate, C. P., Eddy, E. R., & Tannenbaum, S. I. (2003). What’s in a name? A literature-based approach to understanding mentoring, coaching, and other constructs that describe developmental interactions. Human Resource Development Review, 2(4), 360-384.
De Geus, A. P. (1988). Planning as learning. Harvard Business Review, 66(March-April), 70-74.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500-507.
Ellinger, A. D. (1997). Managers as facilitators of learning in learning organizations. Unpublished doctoral dissertation, University of Georgia, Athens, GA.
Ellinger, A. D., Ellinger A. E., & Keeler S. B. (2003). Supervisor coaching behavior, employee satisfaction, and warehouse employee performance: A dyadic perspective in the distribution industry. Human Resource Development Quarterly,14(4), 435-458.
Ehrlich, Howard J. and David B. Graeven (1971). “Reciprocal Self-Disclosure in a Dyad,”Journal of Experimental Social Psychology, 7(4), 389-400.
Engeström, Y. (2001). Expansive learning at work: toward activity theoretical conceptualization. Education and Work, 14 (1),133-156.
Evered, R. D., & Selman, J. C. (1989). Coaching and the art of management. Organizational Dynamics, 18(4), 16-32.
Fournies, F. F. (1987). Coaching for improved work performance. Liberty House.
Gherardi, S., Nicolini, D. & Odella, F. (1998). Toward a social understanding of how people learn in organizations. Management Learning, 29, 273-297.
Graen, G., & Cashman, J. F. (1975). A role-making model of leadership in formal organizations: A developmental approach. Leadership frontiers, 143-165.
Goleman, D. (2001). Emotional intelligence: Issues in paradigm building. The emotionally intelligent workplace, 13-26.
Gouldner, A. W.,(1960). The Norm of Reciprocity: A Preliminary Statement. American Sociological Review, 25, 161-178.
Hall, D. T. (1996). Long live the career-A relational approach. In D. Hall & Associates(Eds.), The career is dead-Long live the career:1-14. San Francisco: Jossey-Bass.
Hansman, C. A. (2002). Diversity and power in mentoring relationships. Critical perspectives on mentoring. Trends and issues, 39-48.
Hagen, M., & Gavrilova Aguilar, M. (2012). The impact of managerial coaching on learning outcomes within the team context: An analysis. Human Resource Development Quarterly, 23(3), 363-388.
Hargrove, R. A. (1995). Masterful coaching: Extraordinary results by impacting people and the way they think and work together. Pfeiffer & Company.
Homans,G. C. (1961).Social Behavior: Its Elementary Forms, New York: Harcourt Brace and Word.
Hogg, M. A., & Turner, J. C. (1985). Interpersonal attraction, social identification, and psychological group
formation. European Journal of Social Psychology, 15, 51–66.
Hogg, M. A., & Turner, J. C. (1985). Interpersonal attraction, social identification, and psychological groupformation. European Journal of Social Psychology, 15, 51-66.
Katz, D., & Kahn, R. L. (1966). The social psychology of organizations. New York
Kalinauckas, P., and King, H., (1994), Coaching: Realising the Potential, IPO
Kaufman, B. E. (1994). The economics of labor markets and labor relations. Chicago:The Dryden Press.
Kegan, R. 1994. In over our heads: The mental demands of modern life. Cambridge, MA:Harvard University Press.
King, P., & Eaton, J. (1999). Coaching for results. Industrial and commercial training, 31(4), 145-151.
Kozlowski, S. W. & Ilgen, D. R. (2006). Enhancing the effectiveness of work groups and teams. Psychological science in the public interest, 7(3), 77-124.
Kozlowski, S. W. & Bell, B. S. (2007). Advances in technology-based training. Managing human resources in North America, 27-42.
Kram, K. E. (1996). A relational approach to career development. In D. Hall & Assciates(Eds.). The career is dead─long live the career:132-157. San Framcisco: Jossey-Bass.
Kristof, A. L. (1996). Person‐organization fit: An integrative review of its
conceptualizations, measurement, and implications. Personnel psychology, 49(1), 1-49.
Kwan, H. K., Mao, Y., & Zhang, H. (2010). The impact of role modeling on protégés' personal learning and work-to-family enrichment. Journal of Vocational Behavior, 77, 313-322.
Lankau, M. J., & Scandura, T. A. (2002). An investigation of personal learning in mentoring relationship: Content, antecedent, and consequences. Academy of Management Journal, 45, 779-790.
Lapalme, M. E., Tremblay, M., & Simard, G. (2009). The relationship between career plateauing, employee commitment and psychological distress: The role of organizational and supervisor support. The International Journal of Human Resource Management, 20(5), 1132-1145.
Leslie, B., Aring, M. K., & Brand, B. (1998). Informal learning: The new frontier ofemployee & organizational development. Economic Development Review,15(4), 12-18.
Liden, R. C., Sparrowe, R. T., & Wayne, S. J. (1997). Leader-member exchange theory: The past and potential for the future. Research in personnel and human resources management, 15, 47-120.
Lombardo, M.M. & Eichinger, R.W. (1996). The Career Architect Development Planner (1st ed.). Minneapolis: Lominger.
Longenecker, C. O., & Neubert, M. J. (2005). The practices of effective managerial coaches. Business Horizons, 48(6), 493-500.
Mael, F. A., & Ashforth, B. E. (1995). Loyal from day one: biodata, organizational identification, and turnoveramong newcomers. Personnel Psychology, 48, 309-333.
Marsick, V. J., & Watkins, K. E. (1990). Informal and incidental learning in the workplace. London: Routledge.
Mael, F. A., & Ashforth, B. E. (1995). Loyal from day one: biodata, organizational identification, and turnover
among newcomers. Personnel Psychology, 48, 309–333.
Mael, F. A., & Ashforth, B. E. (1995). Loyal from day one: biodata, organizational identification, and turnover
among newcomers. Personnel Psychology, 48, 309–333.
Masterson S S, Stamper C L (2003). Perceived organizational membership: An aggregateframework representing the employee-organization relationship. Journal of Organizational Behavior, 24: 473-490
Maslow, A. H. (1987). Motivation and personality (revised by R. frager, J. fadiman, C. McReynolds, & R. cox). NY: Harper & Row.
Mcmillan, David W. and David M. Chavis (1986), “Sense of Community: A Definition and Theory,” Journal of Community Psychology, 14(1), 6-23.
McLean, G. N., Yang, B., Kuo, C., Tolber, A., & Larkin, C. (2005). Development and initial validation of an instrument measuring coaching skill. Human Resource Development Quarterly,16(2), 157-178.
Merriam, S. B. & Heuer, B. (1996). Meaning-making, adult learning and development: A model with implications for practice. International Journal of Lifelong Education, 15, 243-255.
Mink, O.G., Owen, K.Q., & Mink, B. P. (1993). Developing high-performance people: The art of coaching. Reading, MA: Addison-Wesley Publishing Company.
Miller, H. E., & Terborg, J. R. (1979). Job attitudes of part-time and full-time employees. Journal of Applied Psychology, 64(4), 380-386.
Morrison, E. W. (1993). Newcomer information seeking: Exploring types, models, sources, and outcomes. Academy of Management Journal. 36, 557-589.
Nunnally, J. C. (1978). Psychometric Theory, New York: McGraw-Hill
Ones, D.S.,.
Ostroff, C., & Kozlowski, S. W. (1993). The role of mentoring in the
information gathering processes of newcomers during early
organizational socialization. Journal of Vocational Behavior, 42(2), 170-183.
Park, S. (2007). Relationships among managerial coaching in organizations and the outcomes of personal learning, organizational commitment, and turnover intention. Unpublished doctoral dissertation, University of Minnesota, Minneapolis.
Peterson, D. B., & Hicks, M. D. (1996). Leader as coach: Strategies for coaching and developing others. Minneapolis, MN: Personnel Decisions International.
Peterson, D. B., & Little, B. (2005). Invited reaction: Development and initial validation of an instrument measuring managerial coaching skills, Human Resource Development Quarterly, 16(2), 179-184.
Popper, M. & Lipshitz, R. (1992). Coaching on leadership, Leadership & Organizational Development Journal, 13(7), 15-18.
Pierce, J. L., & Furo, C. A. (1990). Employee ownership: Implications for management. Organizational Dynamics, 18(3), 32-43.
Raelin, J., (1997). Action learning and action science: are they different? Organizational Dynamics, 26(1), 21-34.
Raelin, R. (1999). Preface. Management Learning, 30, 115-125.
Rawson, M. (2000). Learning to learn: More than a skill set. Studies in
Higher Education, 25, 225-238.
Reddin, W. J. (1970). Management effectiveness. NY: McGraw-Hill.
Redshaw, B. (2000). Do we really understand coaching: How can we
make it work better? Industrial and Commercial Training, 32(3), 106-
108.
Rogers, C. (1983). Freedom to learn for the 80s. Columbus, OH: Charles
E. Merrill.
Rousseau, D. M., Sitkin, S. B., Burt, R. S., & Camerer, C. (1998). Not so
different after all: a cross discipline view of trust. Academy of
Management Review, 23, 393-404.
Rothwell, W. J., Sullivan, R., & McLean, G. N. (1995). Practicing
organization development: A guide for consultants. San Francisco, CA:
Jossey-Bass
Ryan, Richard M. and Edward L. Deci (2000), “Self-Determination
Theory and the Facilitation of Intrinsic Motivation, Social
Development, and Well-Being,” American Psychologist, 55(1), 68-78.
Ryff, C. D. & Robinson, M. D. (1999). The role of self-deception in perceptions of past, present, and future happiness. Personality and Social Psychology Bulletin, 25(5), 596-608.
Seibert, S. E., Kraimer, M. L., & Liden, R. C. (2001). A social capital
theory of career success. Academy of management journal, 44(2), 219-
237.
Smith, P. J. (2003). Workplace learning and flexible delivery. Review of
Educational Research, 73(1), 53-88.
Stamper C L, Masterson S S (2002). Insider or outsider? How employee
perceptions of insider status affect their work behavior. Journal of
Organizational Behavior, 23: 875-894
Stroud, D., & Fairbrother, P. (2008). Workplace learning: a trade union
failure to service needs. Journal of workplace learning, 20(1), 6-20.
Speed Press Borman, W.C. &Motowidlo, S.J. (1993). Expanding the
criterion domain to include element ofcontextual performance. In N.
Schmitt, W.C. Borman, & Associates, Personnel Selection in
Organization,San Francisco: Jossey-Bass, 71-98
Vandewalle, D., Van Dyne, L., & Kostova, T. (1995). Psychological ownership: An empirical examination of its consequences. Group & Organization Management, 20(2), 210-226.
Vieno, A., Santinello, M., Pastore, M., & Perkins, D. D. (2007). Social support, sense of community in school, and self‐efficacy as resources during early adolescence: an integrative model. American Journal of Community Psychology, 39(1-2), 177-190.
Viswesvaran, C., &Schmidt, F.L. (1993). Comprehensive meta-analysis
of integrity test validities: Findings and implications for personnel
selection and theories of job performance (Monograph). Journal of
Applied Psychology, 78,679-703
Watkins, K. E. (1995). Workplace learning: Changing times, Changing
practices. In W. F. Spikes (Ed). Workplace Learning. (New Directions
for Adult and Continuing Education, Vol. 68, 3-16). San Francisco:
Jossey-Bass.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: a social exchange perspective. Academy of Management Journal,40, 80-111
Wood, H. G. (1971). An analysis of social sensitivity. Dissertation Abstracts International, 32(2-B), 1200.
Zander, A., & Cohen, A. R. (1955). Attributed social power and group acceptance: a classroom experimental
demonstration. Journal of Abnormal and Social Psychology, 51, 490–492.
Wood, H. G. (1971). An analysis of social sensitivity. Dissertation
Abstracts International, 32(2-B), 1200-1307.