主管的領導行為對一家企業營運是非常關鍵的因素，而主管的教練行為能夠帶領員工向著目標前進，達成預期目標，為組織創造績效。但卻少有文獻探討主管教練行為對員工所產生的心理機轉，員工能夠在認知和激勵程度發生變化，因而產生行為的改變。
本研究以心理賦權作為中介變項，探討在主管教練行為對於工作績效的影響。研究對象為有直屬主管的從業人員，以便利抽樣方式蒐集620份有效樣本，並以統計分析驗證模型。分析結果顯示：(1)主管教練行為與工作績效有正向關係；(2)主管教練行為與心理賦權有正向關係；(3)心理賦權與工作績效有正向關係；(4)心理賦權完全中介主管教練行為與工作績效之關係。
根據本研究結果，建議主管應該學習教練領導的方式，更多的對員工展現教練行為，使員工改變在工作任務上的心理認知，增加面對工作的動機，因此有助於員工在績效上的增加。本文最後，針對研究過程中的限制進行討論，並提出未來研究方向。

Supervisor leadership behavior is a critical factor in a company's operating, and the supervisor coaching behavior can lead the employee toward the goal, achieve the desired goal, and create performance for the organization. However, there is little literature on the psychological mechanism of supervisors' behaviors to employees, and employees can change their perceptions and motivations, thus resulting in behavioral changes.
This study uses psychological empowerment as a mediator variable on supervisor coaching behavior and job performance. The study subjects were practitioners with direct supervisors, collecting 620 valid samples by sampling, and verifying the model by statistical analysis. The results of the analysis show that: (1) there is a positive relationship between the supervisor coaching behavior and job performance; (2) the supervisor coaching behavior has a positive relationship with the psychological empowerment; (3) the psychological empowerment has a positive relationship with the job performance; (4) Psychological empowerment completely mediates the relationship between supervisory coaching behavior and job performance.
According to the results of this study, it is recommended that supervisors should learn the coaching leadership and show more coaching behaviors to employees, make them change their psychological cognition on job and increase their motivation to work, thus contributing to enhance employee performance. At the end of the paper, we discuss the limitations of the research process and future research suggestions.

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