根據Duda（2013）提出的賦權動機氣候概念，本研究以EMBA籃球隊選手為研究對象，探討團隊動機氣候、基本心理需求（自主性、勝任感、關係感）與選手退出球隊意圖之相關。將原『賦權與削權動機氣候量表』，修訂為『團隊動機量氣候表』。參與者完成填答『團隊動機氣候量表』、『基本需求滿足量表』、『退出意圖量表』與基本資料。資料以皮爾森積差相關及路徑分析，檢驗團隊動機氣候、基本心理需求與退出球隊意圖的相關性與預測情形。本研究參與者來自臺灣20所大學的EMBA籃球團隊，有效問卷共354份，其中女性運動員47位，男性運動員共計307位。研究結果為：一、團隊動機氣候中的賦權動機氣候與基本心理需求呈顯著正相關，並與退出球隊意圖呈顯著負相關。團隊動機氣候中的削權動機氣候與基本心理需求呈顯著負相關，並與退出球隊意圖呈正顯著相關。二、團隊動機氣候中的賦權動機氣候，可直接負向預測退出意圖，亦可透過基本心理需求中關係感預測退出球隊意圖。團隊動機氣候中的削權動機氣候，可直接正向預測退出球隊意圖，亦可透過基本心理需求中關係感預測退出球隊意圖。基於上述研究結果提出建議，實際應用中，團隊應提高選手知覺到的賦權動機氣候與基本心理需求的滿足程度，並降低被知覺到的削權動機氣候，另應特別關注於提升團隊內選手們關係感的滿足程度，以降低他們退出球隊的意圖。

Based on Duda’s (2013) conceptualization of empowering and disempowering motivational climates. This study aims to investigate the relationships of perceived team motivational climates, basic psychological needs (autonomy, competence, and relatedness) and drop-out of team intention among EMBA basketball players. Revised the original Empowering and Disempowering Motivational Climate Questionnaire into the Team Motivational Climate Questionnaire. 354 EMBA basketball players (female=47 male=307) from 20 different universities’ EMBA programs in Taiwan were the participants in this study. Participants were requested to complete 3 self-reported questionnaires measuring perception of team motivational climates, basic psychological need satisfaction and their intention to drop out of their EMBA basketball teams. Pearson correlation and path analysis were used. Results are: a. Correlation analyses showed positive and significant associations between empowering motivational climates of team motivational climates and basic psychological need satisfaction, and showed negative and significant when empowering motivational climates of team motivational climates correlated with drop-out of team intention. Correlation analyses also showed negative and significant associations between disempowering motivational climates of team motivational climates and basic psychological need satisfaction, and showed positive and significant when disempowering motivational climates of team motivational climates correlated with players’ intention to drop out of their teams. b. Regression analyses revealed that drop-out of team intention can be directly predicted by empowering motivational climates of team motivational climates negatively and indirectly predicted by empowering motivational climates of team motivational climates through relatedness satisfaction. Regression analyses also revealed that drop-out of team intention can be directly predicted by disempowering motivational climates of team motivational climates positively and indirectly predicted by disempowering motivational climates of team motivational climates through relatedness satisfaction. Ipso facto, perceived empowering motivational climates and satisfaction of all 3 basic psychological needs in teams should be enhanced while perceived disempowering motivational climates should be lessened in order to lower players’ drop-out of team intention. Relatedness satisfaction in teams should be paid extra attention so as to decline players’ intention to drop out of their teams.

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