在二十一世紀競爭的產業環境下，組織面臨到殘酷的競爭。教練被認為是一個能夠提升組織學習的重要角色，透過主管與員工間的互動促使員工擁有辯證性思維，進而促進行為改變。許多文獻皆指出教練的辯證性思維會影響教練的過程與結果，但探討被教練者的辯證性思維的文獻卻相當缺乏。
能力理論與跨理論模式為本研究之理論基礎，目的為檢視北台灣高科技產業中教練行為(coaching behavior)與行為改變(behavioral change)的關係，以經驗式改變(experiential change)作為中介變項，以及辯證性思維(dialectical thinking)作為調節變項。
本研究一共回收373份有效問卷，結果發現：(1) 主管的教練行為對於部屬的行為改變有正向影響；(2) 主管的教練行為對於部屬的經驗式改變有正向影響；(3) 部屬的經驗式改變對於部屬的行為改變有正向影響； (4) 部屬的經驗式改變在主管的教練行為對部屬的行為改變之影響中有部分中介的效果； (5) 部屬的辯證性思維在主管的教練行為對部屬的行為改變之影響中有正向調節的效果

In the 21st century, organizations face the threat of brutal competition. Coaching will be an essential part of organizational learning involves all the individuals in the organization. The concept of supervisory coaching behavior is adopted to develop subordinates and improve behavioral change of subordinates. Several studies have suggested the benefit of coach’s dialectical thinking in coaching, yet little literature has been published on cochee’s dialectical thinking in coaching.
This study aims to examine the relationship between supervisory coaching behavior and behavioral change of subordinates with the moderating effect of dialectical thinking of subordinates and the mediating effect of experiential change of subordinates based on transtheoretical model and theory of capability in hi-tech industry in north Taiwan.
A total of 373 valued samples reveal that (1) supervisory coaching behavior is significantly positively related to behavioral change of subordinates, (2) supervisory coaching behavior is significantly positively related to experiential change of subordinates, (3) experiential change of subordinates is significantly positively related to experiential change of subordinates, (4) experiential change partial mediates the relationship between coaching behavior and behavioral change, (5) dialectical thinking of subordinates positively moderates the relationship between supervisory coaching behavior and behavioral change of subordinates.

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