本研究旨在從督導者與受督者的角度檢視影響督導工作同盟發展之相關要素。本研究共邀請七組督導配對在督導初期與後期分別進行深度訪談，所收集的訪談資料採用開放性譯碼進行分析，結果發現影響督導工作同盟的因素包括督導結構、督導者行為、受督者投入狀態以及督導成效等四大類別，督導雙方均肯定清楚的場面構成、諮商取向適配、催化性督導者行為、受督者的開放、督導成效與受督者個人表現焦慮對督導工作同盟之影響。此外，受督者更是提到督導者對受督者個人的關心有助於同盟，模糊的督導架構、督導者的嚴肅與對受督者的質疑，以及受督者對督導關係的焦慮有礙同盟；督導者則強調受督者的主動性與持續督導同一個案對工作同盟的重要性，以及受督者不表達需求有礙督導工作同盟。

The purpose of this study was to examine the critical factors in the development of supervisory working alliance from both perspectives of the supervisors and supervisees. Seven supervisor-supervisee dyads participated in the study. Each of supervisors and supervisees was interviewed to identify specific factors influencing the alliance formation at the beginning and final stage of supervision. Four domains including supervision structure, supervisor's behaviors, supervisee's involvement, and supervision effects were emerged. Supervisees emphasized that supervisor's care for them was helpful for alliance-building, whereas vogue supervision structure, supervisor's seriousness, and supervisee's anxiety for the supervisory relationship were hindering factors. Supervisors highlighted the importance of supervisee's active involvement and continual discussion of a same client, and hoped that supervisees could express their needs in supervision. The implications of these findings and suggestions for future research as well as supervision training and practice were also discussed.