隨著激勵策略在現代企業管理中的重要性日益增強，相關研究提出內在動機是推動員工積極投入工作的核心因素，而教練式領導則通過激發員工潛力和促進其自我成長，對於提升員工績效和組織效能皆具有重要意涵。本研究則補強了採用教練式領導企業在實務上的應用，考察此教練式領導如何調節內在動機對工作績效的機轉。
研究方法採用問卷調查法，考察某金控公司業務部門員工，有效回收282份問卷，以迴歸分析等驗證假設。研究結果發現：內在動機對工作績效有顯著正向影響。此外，教練式領導對內在動機與工作績效之間，有部分顯著的調節作用，且年齡與工作職位也影響內在動機對工作績效上的表現。
根據研究結果，本文提出了幾點理論與實務上的意涵。首先，企業可透過具有挑戰性和意義的任務，增強員工的自主性和成就感，來激發員工的內在動機。其次，企業應持續精進主管教練式領導模式，使教練關係優化，提升開放溝通的職場氛圍。最後，本文也對未來研究方向提出建議，指出可以進一步探討其他影響內在動機與工作績效關係的因素，如工作環境、組織文化等，以期為企業管理實踐提供更全面的理論支持。

As the importance of motivational strategies in modern corporate management increases, relevant research suggests that intrinsic motivation is the core factor driving employees to actively engage in their work. Coaching leadership, by stimulating employees' potential and promoting their self-growth, has significant implications for improving employee performance and organizational effectiveness. This study reinforces the practical application of coaching leadership in enterprises by examining how coaching leadership moderates the mechanism through which intrinsic motivation affects job performance.
The research method employed a questionnaire survey, targeting employees in the business department of a financial holding company. A total of 282 valid questionnaires were collected, and regression analysis was used to test the hypotheses. The results indicated that intrinsic motivation has a significant positive impact on job performance. Additionally, coaching leadership has a partially significant moderating effect on the relationship between intrinsic motivation and job performance. Age and job position also influence the performance of intrinsic motivation on job performance.
Based on the research results, this paper presents several theoretical and practical implications. Firstly, companies can enhance employees' autonomy and sense of achievement by assigning challenging and meaningful tasks to stimulate their intrinsic motivation. Secondly, companies should continuously improve the coaching leadership model of supervisors to optimize coaching relationships and enhance the open communication atmosphere in the workplace. Finally, this paper also suggests future research directions, indicating that further exploration of other factors influencing the relationship between intrinsic motivation and job performance, such as the work environment and organizational culture, so as to provide more comprehensive theoretical support for corporate management practices.

中文部分
方妙玲、劉博民（2016）。員工自我導向學習與工作績效之關聯性研究。服務業管理評論，（14），49-75。
王正慧、嚴佳代、黃同圳（2011）。記者任務互賴、衝突與績效一合作性衝突之再議。管理學報，28（5），427-446。
王翊安、廖瑞原、林慧菁（2016）。探討不當督導對工作績效及工作家庭衝突的影響：勤勉性與合群性之干擾效果。人力資源管理學報，16（4），81-102。
江映曲（2017）。為何「動機」變成「凍機」？。臺灣教育評論月刊，6（9），294-299。
何婕、林弘昌（2020）。影響人力資源工作者工作績效因素之研究。科技與人力教育季刊，7（1），93-116。
呂俊毅、陳麗玉（2010）。工作重塑對工作敬業與工作績效影響之研究－尋求回饋行為的中介調節效果。企業管理學報，45（1），91-119。
李城忠、黃上郡、吳美秀（2017）。 跨國企業駐台人員海外適應、人格特質對工作績效影響之研究。管理資訊計算，6（2），38-45 。
李建中、盛約瑟（2022）。從實務觀點探討領導行為與工作績效的關聯性-以組織文化為干擾變項。管理資訊計算，11（1），187-198。
李炯煌（2003）。教練領導行為與選手內在動機之相關研究。體育學報，（34），123-134。
李娟、劉軍明（2006）。工作動機理論的研究趨勢分析。新疆教育學院學報，22（1），42-45。
李庭閣、張珈進 、黃少宇 、嚴國晉 （2016）。家長式領導與部屬工作績效之關係:探討情緒勞動演出的中介效果。人力資源管理學報，16（3），93-129。
李娸維、高瑞新、廖翊雅、劉文宏（2003）。台灣漁會領導型態與激勵制度對員工工作績效影響之研究。公共行政學報，36，91-123。
李貽鴻 、鄭雅方 、陳宏斌（2011）。航空公司空服員知識管理與工作績效影響之研究 。管理實務與理論研究 ，5（1），18-34。
李藹慈 、洪瑜珮（2009）。師徒功能與房屋仲介業務人員工作績效的關係─自我效能之中介效果。人力資源管理學報，9（1），23-43。
李藹慈、洪瑜珮（2009）。師徒功能與房屋仲介業務人員工作績效的關係-自我效能之中介效果。人力資源管理學報，9（1），23-43。
周少凱、沈琬雯、 王介楷（2015）。部門主管領導風格與領導效能對於員工工作 績效之影響-以建設公司為例。嶺東學報，37（3），43-70。
房美玉（2002）。台灣半導體產業之組織文化對於內外工作動機與工作績效及工作滿意度間關連性的影響 。管理評論，21（3），69-96。
房美玉、顏秀穎（2020）。感知高績效工作系統與工作績效之後設分析研究 。管理評論，39（3），1-27。
林沂臻、張振傑（2010）。以對偶關係探討認知差異對員工態度及行為的影響。弘光學報，86，38-52。
邱淑芬、莊佩茹、連小雅（2015）。主管部屬交換與創造性績效之關係:內在動機與正向心情之中介效果。組織與管理，8（2），43-71。
唐永泰（2006）。轉換型領導、工作動機與員工創新行為的關係。人力資源管理學報，6（4），47-66。
孫嵐、蔡啟文、張永紅（2008）。工作動機理論新進展－自我決定理論。西南交通大學學報（社會科學版），9（6），78-80。
孫嘉正、葉子明（2022）。如何運用教練式領導增進管理品質。領導品質，58（5），9-13。
逄廣華、陳美莉（2006）。教練領導行為的論述。北台灣通識學報，2，291-302。
高三福（2009）。教練的轉型與交易領導及運動員的團隊承諾：內在動機的調節效果。體育學報，43（3），45-61。
高三福、連玉輝、鄭昱宏、鄭伯壎（2010）。轉型領導與家長式領導在運動領導研究的回顧與展望。中華心理學刊，62 （2），267-298。
張旭男、江一龍（2022）。教練規範與諮商倫理初探。育達科大學報，50，141-158。
張佑宇、陳慧穎、施慧鈺（2019）。探討工作動機、創意過程與創意績效: 工作特性之干擾效果。科技管理學刊，24（3），37-76。
張佑宇、陳慧穎、施慧鈺（2019）。探討工作動機、創意過程與創意績效：工作特性之干擾效果 。科技管理學刊，24（3），37-76。
張國義、陳淑玲 、呂依璇 （2015）。團隊競爭氣候對業務人員任務績效之影響歷程: 察覺-動機-能耐觀點。臺大管理論叢，25（3）， 133-162。
張鼎乾 （2014）。魅力領導在教練領導行為模式的應用 。大專體育，131，35-41。
張鎧如、 陳敦源 、 簡鈺珒 、李仲彬（2015）。探索臺灣公務人員工作績效之影響因素：能力、動機與機會的整合觀點。東吳政治學報，33（4）， 1-71。
莊金永（2022）。校長應從傳統式領導轉型到教練式領導的必要性。臺灣教育評論月刊， 11（7） ，229-233。
郭方宜、蕭淑華（2010）。國際觀光旅館員工吸收能力、服務創新、工作滿意度及工作績效。明新學報，44（1），185-202。
郭奕龍、曾敬梅、吳武典（2011）。「教師工作偏好量表」修訂之研究。測驗學刊，58（2），317-341。
郭彥谷、張振傑（2010）。台北市美容從業人員其工作壓力、情緒智能與工作績效之關聯性研究。美容科技學刊，17（1），6-28。
陳子溱（2013）。企業如何導入教練型領導與知識傳承創新。品質月刊，49（6），6-9。
彭台光、高月慈、林鉦棽（2006）。管理研究中的共同方法變異：問題本質、影響、測試和補救。管理學報，23（1），77-98。
黃文柔（2023）。以自我決定論及訊息處理理論觀點探討線上學習之內在動機與學習投入。台灣教育研究期刊，4（2），343-365。
黃新福 、林興濱 （2014）。組織變革認知對員工工作士氣及工作績效影響之研究: 以 K 公司案為例 。管理資訊計算，3，54-76。
黃識銘、范凱棠（2017）。師徒職涯功能對工作績效之影響:中介與干擾的混合影響。管理學報，36（1），83-116 。
黃識銘、范凱棠（2019）。師徒職涯功能對工作績效之影響：中介與干擾的混合影響。管理學報，36（1），83-116。
熊欣華、胡宛仙、李佳如、（2020）。僕人領導對消防隊員任務績效與助人行為之影響：心理需求滿足與工作動機之中介效果驗證。組織與管理，13（1）， 1-44。
褚麗絹、何育敏、曾冠豪、許宏誠（2016）。工作特性、領導風格及心流經驗對工作績效影響之研究。經營管理論叢，12（1），15-27。
褚麗絹、何育敏、曾冠豪、許宏誠（2016）。工作特性、領導風格及心流經驗對工作績效影響之研究。經營管理論叢，12（1），15-27 。
劉和楨（2016）。護理主管的組織公平與護理人員的工作滿足及工作績效之研究。領導護理，17（2），20-33。
潘瑛如（2020）。組織支持感對公共服務動機與工作績效的調節效果—從軍訓教官退出校園談起。臺灣教育評論月刊，9（10），201-226。
蔡啟通（2008）。內在動機與員工創新行為之關係：Amabile三元交互效果及Shin中介效果之驗證。管理學報，25（5），549-575。
蔡啟通（2008）。內在動機與員工創新行為之關係：Amabile三元交互效果及Shin中介效果之驗證。管理學報，25（5），549-575。
蔣憶德、季力康（2006）。知覺與喜愛教練領導行爲及運動動機氣候的 一致性對內在動機及滿意度的預測。體育學報，39（4），85-102。
鄭保村（2020）。從「光明心態」到內在動機。習慣領域期刊，11（2），1-18。
鄭保村（2020）。激勵：獎懲有效嗎？。習慣領域期刊，11（1），61-81。
盧正宗（2019）。探討任務屬性、績效量度配適性對 醫師工作績效之影響 。中山管理評論，27（3），327-377。
盧偉斯、 林大椿（2018）。人格特質 、工作投入及 工作績效關係 的探討 -以高雄市政府警察局為例。警察行政管理學報，14，41-60。
盧偉斯、林大椿（2018）。人格特質、工作投入及工作績效關係的探討-以高雄市政府警察局為例。警察行政管理學報，14，41-20。
謝琇玲、謝宜樺（2003）。員工工作績效的影響因素探討︰華人社會文化脈絡與心理行為現象。勞資關係論叢，14（2），1-22。
簡宏江 （2015）。運用教練式領導課程提升幼兒園園長領導知能。中華管理發展評論，4（1），47-59。
簡宏江（2012）。來場教練對話:焦點解決教練領導理論在學校行政上之應用。育達科大學報，31，1-22。
簡宏江（2019）。從教練式領導理論反思幼兒園園長領導技巧。中華管理發展評論，8（1），56-67。
羅世輝、湯雅云（2003）。內外控人格特質與授權賦能認知對工作滿足之影響－以金融保險業為例。人力資源管理學報，3（1），1-19。

英文部分
Abramis, D. J.（1994）. Work role ambiguity, job satisfaction, and job performance: Meta-analyses and review. Psychological Reports, 75（3）, 1411–1433.
Amabile, T. M., Hill, K. G., Hennessey, B. A., & Tighe, E. M.（1994）. The Work Preference Inventory: Assessing Intrinsic and Extrinsic Motivational Orientations. Journal of Personality and Social Psychology , 66（5）,950-967.
Abuhamdeh, S., & Csikszentmihalyi, M.（1988）. Coaching: A Commitment to Leadership. Training and Development Jouenal,34-38.
Allen, S. J., Jenkins, D. M., & Buller, E.（2018）. Reflections on How Learning in Other Domains Informs Our Approach to Coaching Leadership. Journal of Leadership Studies, 11, 58-65.
Barrick, M. R., & Mount, M. K.（1991）. The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44（1）, 1–26.
Redshaw, B.（2000）. Do we really understand coaching? How can we make it work better? Industrial and Commercial Training, 32（3）, 106-108.
Bhawna Chahar.（2022）. Employee Motivation and Its Impact on Organizational Performance with Mediating Role of Leadership Approach: A Study of Select Hospitality Organizations in ttarakhand（India）. Springer Nature Switzerland, 184-201.
Blau, G. J., & Gorman, S. R.（1993）. Performance effects of age, tenure, and job mobility in external labor markets. Journal of Applied Psychology, 78（1）, 30–44.
Byrnes, J. F.（1984）. Review of the book Costing Human Resources: The Financial. Impact of Behavior in Organizations, by W. F. Cascio. The Academy of Management Review, 9（2）, 370–371.
Bass, B. M., & Avolio, B. J.（1994）. Improving organizational effectiveness through transformational leadership. Thousand Oaks.
Cameron, J.（2001）. Negative effects of reward on intrinsic motivation--A limited phenomenon: Comment on Deci, Koestner, and Ryan（2001）. Review of Educational Research, 71（1）, 29–42.
Sansone, C., & Tang, Y.（2021）. Intrinsic and Extrinsic Motivation and Self-Determination Theory. American Psychological Association, 7（2）, 113–114.
Cerasoli, C. P., Nicklin, J. M., & Ford, M. T.（2014）. Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis. Psychological Bulletin, 140（4）, 980–1008.
Chirkov, V., Ryan, R. M., Kim, Y., & Kaplan, U.（2003）. Differentiating autonomy from individualism and independence: A self-determination theory perspective on internalization of cultural orientations and well-being. Journal of Personality and Social Psychology, 84（1）, 97–110.
Chiang, C.-F.（2019）. Influence of Hotel Career Management on Employee Motivation and Career Commitment. Journal of Hospitality and Tourism, 16（2）, 303, 1–26.
Chakrabarty, S., Brown, G., & Widing, R. E.（2010）. Closed Influence Tactics: Do. Smugglers Win in the Long Run? Journal of Personal Selling & Sales Management, 30（1）, 23-32.
Chakrabarty, S., Brown, G., & Widing, R. E.（2010）. The Effects of Percei ved. Customer Depe ndence on Salespers on Influence Strategies. Journal of Personal Selling & Sales Management, 30（4）, 327-341.
David E. Gray.（2006）. Executive Coaching: Towards a Dynamic Alliance of. Psychotherapy and Transformative Learning Processes. Management Learning, 37（4）, 475-497.
De Meuse, K. P., Dai, G., & Hallenbeck, G. S.（2010）. Learning agility: A construct whose time has come. Consulting Psychology Journal: Practice and Research, 62（2）, 119-130.
Deci, E. L., & Ryan, R. M.（1985）. Intrinsic motivation and self-determination in. human behavior. Perspectives in Social Psychology
Deci, E. L., Koestner, R., & Ryan, R. M.（1999）. A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation. Psychological Bulletin, 125（6）, 627–668.
Deci, E. L., Ryan, R. M.（2000）. The" what" and" why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11（4）, 227-268.
Diener, E., & Seligman, M. E. P.（2002）. Very happy people. Psychological Science, 13（1）, 81-84.
de Haan, E., Grant, A. M., Burger, Y., & Eriksson, P.-O.（2016）. A Large-Scale Study of Executive and Workplace Coaching: The Relative Contributions of Relationship, Personality Match, and Self-Efficacy. Consulting Psychology Journal: Practice and Research, 68（3）, 189–207.
Dirks, K. T., Ferrin, D. L.（2001）. The Role of Trust in Organizational Settings. Organization Science, 12（4）, 450-467.
Edward L. Deci., Richard M. Ryan.（2000）. The “What” and “Why” of Goal Pursuits: Human Needs and the Self-Determination of Behavior. Psychological Inquiry, 11（4）, 227–268
Ellinger, A. D., Hamlin, R. G., & Beattie, R. S.（2007）. Behavioural indicators of ineffective managerial coaching: A cross-national study. Journal of European Industrial Training, 32（4）, 240-257.
Evered, R. D., & Selman, J. C.（1989）. Coaching and the Art of Management. Organizational Dynamics, 18（2）, 16-32 .
Edmondson, A. C.（1999）. Psychological Safety and Learning Behavior in Work Teams. Administrative Science Quarterly, 44（2）, 350-383.
Ebner, K., Schulte, E.-M., Soucek, R., & Kauffeld, S.（2017）. Coaching as Stress-Management Intervention: The Mediating Role of Self-Efficacy in a Framework of Self-Management and Coping. International Journal of Stress Management, 25（3）, 209–233.
Forret, M. L.（1996）. Issues facing organizations when implementing formal mentoring programmes. Leadership and Organization Development Journal, 17（3）, 27-30.
Frederick P. Morgeson.（2006）. The Work Design Questionnaire（WDQ）: Developing and Validating a Comprehensive Measure for Assessing Job Design and the Nature of Work. Journal of Applied Psychology ,91（6）, 1321-1339.
Frieder, R. E., Wang, G., & Oh, I. S.（2018）. Linking job-relevant personality traits, transformational leadership, and job performance via perceived meaningfulness at work: A moderated mediation model. Journal of Applied Psychology, 103（3）, 324-333.
Ford, M. T.（2014）.Intrinsic Motivation and Extrinsic Incentives Jointly Predict Performance: A 40-Year Meta-Analysis. Psychological Bulletin,140（4）, 980–1008 .
Gagné, M., & Deci, E. L.（2005）. Self-determination theory and work motivation. Journal of Organizational Behavior, 26（4）, 331–362.
Gneezy, U., Meier, S., & Rey-Biel, P.（2011）. When and why incentives （don't） work to modify behavior. The Journal of Economic Perspectives, 25（4）, 191–210.
Gneezy, U., & Rustichini, A.（2000）. Pay enough or don't pay at all. The Quarterly. Journal of Economics, 115（3）, 791-810.
Grant, A. M.（2017）. Reflection and self-awareness: Coaching for leader development. In D. B. Peterson & E. A. Fleischman （Eds.）, The Wiley Blackwell handbook of the psychology of coaching and mentoring, 259–279.
Grant, A. M., & Green, L. S.（2021）. The Impact of Leadership Coaching on Employee Motivation and Performance: An Empirical Evaluation. Academy of Management Learning & Education, 20（1）, 33-56.
Grant, A. M., & Gino, F. （2010）. A little thanks goes a long way: Explaining why gratitude expressions motivate prosocial behavior. Journal of Personality and Social Psychology, 98（6）, 946–955.
Gray, D. E.（2006）. Executive Coaching: Towards a Dynamic Alliance of Psychotherapy and Transformative Learning Processes. Management Learning, 37（4）, 475–497.
Gregory, J. B., Levy, P. E., & Jeffers, M. A.（2008）. Development of the coaching for leadership questionnaire（CLQ）: A measure of follower perceptions of coaching behavior. The Leadership Quarterly, 19（5）, 588-599.
Good, V., Hughes, D. E., Kirca, A. H., & McGrath, S.（2022）. A self‐determination theory‐based meta‐analysis on the differential effects of intrinsic and extrinsic motivation on salesperson performance. Journal of the Academy of Marketing Science, 50, 586-614.
Guthrie, J. P.（2001）. High-involvement work practices, turnover, and productivity: Evidence from New Zealand. Academy of Management Journal, 44（1）, 180-190.
Hackman, J. R., & Oldham, G. R.（1976）. Motivation through the design of work: Test of a theory. Organizational Behavior & Human Performance, 16（2）, 250–279.
Hickman, L., & Akdere, M.（2018）. Effective leadership development in information technology: building transformational and emergent leaders. INDUSTRIAL AND COMMERCIAL TRAINING , 50（1）, 1-9.
Inceoglu, I., Thomas, G., Chu, C., Plans, D., & Gerbasi, A.（2018）. Leadership behavior and employee well-being: An integrated review and a future research agenda. The Leadership Quarterly, 29, 179–202.
Jackson, S. A., & Marsh, H.（1996）. Development and validation of a scale to measure optimal experience: The Flow State Scale. Journal of Sport & Exercise Psychology, 18（1）, 17–35.
Johnson, S., & Johnson, S. T.（1995）. Age and race effects on job performance. The Journal of Social Psychology, 135（3）, 339–345.
Jones, R. J., Woods, S. A., & Guillaume, Y. R.（2016）. The effectiveness of workplace coaching: A meta-analysis of learning and performance outcomes from coaching. Journal of Occupational and Organizational Psychology, 89（2）, 249-277.
Judge, T. A., Jackson, C. L., Shaw, J. C., Scott, B. A., & Rich, B. L.（2007）. Self-efficacy and work-related performance: The integral role of individual differences. Journal of Applied Psychology, 92（1）, 107–127.
Judge, T. A., Kammeyer-Mueller, J. D.（2012）. Job attitudes. Annual Review of Psychology, 63, 341-367.
Jones, G. R., George, J. M.（1998）. The Experience and Evolution of Trust: Implications for Cooperation and Teamwork. Academy of Management Review, 23（3）, 531-546.
Jones, R. J., Woods, S. A., & Guillaume, Y. R. F.（2016）. The effectiveness of workplace coaching:A meta-analysis of learning and performance outcomes from coaching . Journal of Occupational and Organizational Psychology, 89, 249–277 .
Janette S. Williams（2021）: An empirical investigation of coaching ingredients: the role of the coach-coachee relationship in influencing coaching outcomes. Coaching: An International Journal of Theory, Research and Practice, 2-15
Kohn, A.（1996）. By all available means: Cameron and Peirce's defense of extrinsic motivators. Review of Educational Research, 66, 1-4.
Kyndt, E., Dochy, F., Nijs, H.（2009）. Learning conditions for non-formal and informal workplace learning. Journal of Workplace Learning, 21（5）, 369-383.
Kim, S., Egan, T. M., Kim, W., & Kim, J.（2013）. The Impact of Managerial Coaching Behavior on Employee Work-Related Reactions . Journal of Business Psychology, 28, 315–330.
Kashdan, T. B., & Roberts, J. E.（2004）. Trait and State Curiosity in the Genesis of Intimacy: Diffentiation from Related Constructs. Journal of Social and Clinical Psychology, 23（6）, 792–816.
Kilburg, R. R.（2004）. Trudging Toward Dodoville: Conceptual Approaches and Case Studies in Executive Coaching. Consulting Psychology Journal: Practice and Research, 56（4）, 203–213.
Katerine Osatuke, Boris Yanovsky, & Dee Ramsel（2020）. EXECUTIVE. COACHING: NEW FRAMEWORK FOR EVALUATION. Consulting Psychology Journal: Practice and Research
Kuvaas, B., Buch, R., & Dysvik, A.（2020）. Individual variable pay for performance, controlling effects, and intrinsic motivation. Motivation and Emotion, 44（4）, 525–533.
Kanfer, R., & Ackerman, P. L.（2004）. Aging, adult development, and work motivation. Academy of Management Review, 29(3), 440-458.
Linda Koopmans, MSc, Claire M. Bernaards, PhD, Vincent H. Hildebrandt, PhD, Henrica. C. W. de Vet, PhD, Allard J. van der Beek, PhD .（2014）Construct Validity of the Individual Work Performance Questionnaire. American College of Occupational and Environmental Medicine,56, 331-337.
Ladegard, G., & Gjerde, S.（2014）.Leadership coaching, leader role-efficacy, and trust in subordinates. A mixed methods study assessing leadership coaching as a leadership development tool . The Leadership Quarterly ,25 , 631–646
Laurel S. Morris., Mora M. Grehl., Sarah B. Rutter., Marishka Mehta., Margaret L. Westwater.（2022）.On what motivates us: a detailed review of intrinsic v. extrinsic motivation. Psychological Medicine, 52, 1801–1816.
Locke, E. A., & Latham, G. P.（2002）. Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57（9）, 705–717.
Louise Kloot, & John Martin,.（2000）. Strategic performance management:;A balanced approach to performance management issues in local government. Management Accounting Research,11,231-251.
McClelland, D. C. (1961). The achieving society. Princeton.
Manion, J.（2015）.The Leader As Coach. Journal of PeriAnesthesia Nursing, 30（6）, 548-552
Masa’deh, R. E., Shannak, R., Maqableh, M., & Tarhini, A.（2017）. The impact of knowledge management on job performance in higher education: The case of the University of Jordan. Journal of Enterprise Information Management, 30（2）, 244-262.
Mastekaasa, A.（1994）. Marital status, distress, and well-being: An international comparison. Journal of Comparative Family Studies, 25（2）, 183-205.
Mayer, R. C., & Schoorman, F. D.（1992）. Predicting participation and production outcomes through a two-dimensional model of organizational commitment. Journal of Organizational Behavior, 13（3）, 73-92.
Morris, L. S., Grehl, M. M., Rutter, S. B., Mehta, M., & Westwater, M. L.（2022）. On what motivates us: A detailed review of intrinsic v. Extrinsic motivation. Psychological Medicine, 52（10）, 1801–1816.
Motowidlo, S. J., & Scotter, J. R. V.（1994）. Evidence that Task Performance Should be Distinguished from Contextual Performance, Journal of Applied Psychology, 79（4）, 475-480.
Mutuku, C. K. & Mathooko, P.（2014）. Effects of organizational communication on employee motivation: A case study of Nokia Siemens Networks Kenya. International Academic Journal of Information Sciences and Project Management, 1（3）, 28-62.
Milliken, F. J., & Martins, L. L.（1996）. Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review, 21（2）, 402-433.
Miao, C. F., Evans, K. R., & Zou, S.（2007）. The role of salesperson motivation in sales control systems—Intrinsic and extrinsic motivation revisited. Journal of Business Research, 60, 417–425.
Najameddin Sadeg Tumi, Ali Nawari Hasan, & Jamshed Khali.（2021）. Impact of Compensation, Job Enrichment and Enlargement, and Training on Employee Motivation. Business Perspectives and Research, 10（1）, 121–139.
Nyfoudi, M., Shipton, H., Theodorakopoulos, N., & Budhwar, P. （2021）. The effects of intrinsic motivation on mental fatigue. PLoS One, 16（1）.
Nyfoudi, M., Shipton, H., Theodorakopoulos, N., & Budhwar, P.（2021）. Managerial coaching skill and team performance: How does the relationship work and under what conditions?. Human Resource Management Journal,1-18.
Owens, B. P., Baker, W. E., Sumpter, D. M., & Cameron, K. S.（2016）. Relational energy at work: Implications for job engagement and job performance. Journal of Applied Psychology, 101（1）, 35–49.
Owens, B. P., Baker, W. E., Sumpter, D. M., & Cameron, K. S.（2016）. Relational energy at work: Implications for job engagement and job performance. Journal of Applied Psychology, 101（1）, 35–49.
Parker, S. K., & Axtell, C. M.（2001）. Seeing another viewpoint: Antecedents and outcomes of employee perspective taking. Academy of Management Journal, 44（6）, 1085-1100.
Parker, S. K., Williams, H. M., & Turner, N.（2006）. Modeling the antecedents of proactive behavior at work. Journal of Applied Psychology, 91（3）, 636–652.
Pedro J. Ramos-Villagrasa, Juan R. Barrada, Elena Fernández-del-Río, & Linda Koopmans.（2019）. Assessing Job Performance Using Brief Self-report Scales: The Case of the Individual Work Performance Questionnaire. Journal of Work and Organizational Psychology, 35（3）,195-205.
Peterson, D. B., & Little, B.（2005）. Invited Reaction: Development and Initial Validation of an Instrument Measuring Managerial Coaching Skill. Human Resource Development Quarterly,16（2）, 179–184.
Pouliakas, K., & Theodossiou, I.（2013）. Socio-Economic Differences in the Perceived Quality of High and Low-Paid Jobs in Europe. IZA Discussion Paper, 7795.
Rajhans Kirti .（2009）. Effective Organizational Communication: a Key to Employee Motivation and Performance, Interscience Management Review,2（2） , 145-149.
Ramaraja, L., Rothbard, N. P., & Wilk, S. L.（2017）.Discordant vs. Harmonious Selves: The Effects of Identity Conflict and Enhancement on Sales Performance in Employee–Customer Interactions. Academy of Management Journal ,60（6）, 2208-2238.
Rebecca J. Jones, Stephen A. Woods Ph.D., & Yves R. F. Guillaume Ph.D.（2016）. The effectiveness of workplace coaching: a meta-analysis of learning and performance outcomes from coaching. Journal of Occupational and Organizational Psychology, 89（2）. 249-277.
Robertson J.（2009）. Coaching Educational Leadership: Building Leadership Capacity through Partnership . International Journal of Evidence Based Coaching and Mentoring ,7（2）, 97-100.
Rousseau, D. M.（1997）. Organizational behavior in the new organizational era. Annual Review of Psychology, 48, 515–546.
Ryan, R. M., & Deci, E. L.（2000）. Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American psychologist, 55（1）, 68.
Roberson, Q. M.（2006）. Disentangling the meanings of diversity and inclusion. Group & Organization Management, 31（2）, 212-236.
Stack, S., & Eshleman, J. R.（1998）. Marital status and happiness: A 17- nation study. Journal of Marriage and the Family, 60（2）, 527-536.
Steven J. Stowell.（2009）. Intrinsic and Extrinsic Motivational Orientations in the Competitive Context: An Examination of Person–Situation Interactions. Journal of Personality, 1615-1635.
Steinbauer, R., Renn, R. W., Chen, H. S., & Rhew, N.（2018）. Workplace ostracism, self-regulation, and job performance: Moderating role of intrinsic work motivation. THE JOURNAL OF SOCIAL PSYCHOLOGY, 158（6）, 767–783 .
Tannenbaum, S. I., & Yukl, G.（1992）. Training and development in work organizations. Annual Review of Psychology, 43（1）, 399-441.
Tauer, J. M., & Harackiewicz, J. M.（2004）. The Effects of Cooperation and Competition on Intrinsic Motivation and Performance. Journal of Personality and Social Psychology, 86（6）, 849–861.
Tsui, A. S., Nifadkar, S. S., Ou, A. Y.（2007）. Cross-national, cross-cultural organizational behavior research: Advances, gaps, and recommendations. Journal of Management, 33（3）, 426-478.
Vallerand, R. J.（1997）. Toward a hierarchical model of intrinsic and extrinsic. motivation. In Advances in experimental social psychology,29, 271-360.
Vallerand, R. J., Paquet, Y., Philippe, F. L., & Charest, J.（2010）. On the role of。passion for work in burnout: A process model. Journal of Personality, 78（1）, 289–312.
Van Dyne, L., Ang, S., & Botero, I. C.（2003）. Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40（6）, 1359-1392。
Van Laar, D., Edwards, J. A., & Easton, S.（2007）. The work-related quality of life scale for healthcare workers. Journal of advanced nursing, 60（3）, 325-333.
Vecchio, R. P., Justin, J. E., & Pearce, C. L.（2010）. The role of subordinates’trust in delegator decision-making. Journal of Managerial Psychology, 25（6）, 621-636.
West, M. A.（2002）. Sparkling Fountains or Stagnant Ponds: An Integrative Model of Creativity and Innovation Implementation in Work Groups. Applied Psychology, 51（3）, 355-387.
Wang, H., Lu, C. Q., Lu, L., & Liu, J.（2019）. Do I work to live or do I live to work? An examination of motivational orientations, work–family enrichment, and work–family conflict among hotel employees. International Journal of Hospitality Management, 81, 183-192
Wang, L., Malhotra, D., Murnighan, J. K.（2014）. Economics Education and Greed. Academy of Management Learning & Education, 13（1）, 47-51.
Zhenglong Peng, Bo Gao, & Hongdan Zhao.（2019）. Coaching leadership and subordinates’ career success: The mediating role of leader–member exchange. Social Behavior and Personality, 47（11）, 1421-1432.
Zhao, H., & Liu, W.（2020）. Managerial coaching and subordinates' workplace well-being: A moderated mediation study . Human Resource Management Journal, 1-19.