由於貿易全球化與自由化，海關務大量激增，又因關務人員升遷不易，資深關員大量提前退休，造成人力短缺，經驗傳承恐有中斷之虞。師徒關係可作為組織內部知識移轉機制，亦可作為角色轉換、生涯規劃及留住人才的方法。本研究爰探討關務人員師徒關係在海關實務運作情形、師徒關係對生涯發展之影響，以提供建制與推展海關師徒關係，成就關員生涯發展。
本研究採深度訪談法，期能經由與關務人員直接對話，蒐集第一手資訊。本研究以服務於關稅總局、基隆關稅局及台北關稅局之關務人員對象，共訪問十位受訪者，本研究雖以訪談時擔任徵課、查緝及行政工作之關員為主，海關因為實施輪調制度，受訪者有多位從事過二種以上不同的工作經驗。
本研究發現，關務人員資深員工（師父）與資淺同事（徒弟）之間互動交流之師徒關係現象是存在的，而且是以「直屬師徒關係」、「團體師徒關係」、「同儕師徒關係」、「大格局師徒關係」等型態顯現。至於師徒關係對事業（生涯發展）、心理社會及角色模範等三項功能之影響，訪談發現師徒關係對心理社會及角色模範之影響明顯，對事業（生涯發展）之影響比較不明顯。
本研究建議，加強關務人員同儕師徒關係、團體師徒關係，以及結合知識實踐社群之運作模式，發展關務人員之正式師徒關係。經由師父的經驗傳承，提升關務人員核心知能與適應能力，幫助其生涯發展規劃，以尋求解決當前海關之困境。

Due to trade globalization and liberalization, the workload of customs import and export affairs has been increasing. However, the manpower of customs administration has been decreasing, while the uncertainty of knowledge transference has increasing. Furthermore, senior and well-experienced customs officials have resigned for lack of career development and promotion which makes the customs administration have to face these severe challenges. Since, mentoring relationship has been suggested as a mechanism for transferring internal knowledge, and as a means to assist with role transition, career planning and retention of senior officials of the organization. This study will examine the types of mentoring relationship, its real practices, and influences on career development of customs officials, and try to find a way out for the customs administration to establish formal mentoring relationship and to enhance career development for customs officials.
This study uses the in-depth interview method of qualitative measure, in order to collect primary information through direct dialogue with customs officials in the interview. All these ten interviewees were customs officials who had been worked for the Directorate General of Customs, Keelung Customs Bureau and Taipei Customs Bureau. These interviewees have mainly worked in duty-collection, anti-smuggling and general administration affairs, because of periodical job-rotation for customs officials, most interviewees had more than two different working experiences.
Findings indicate the existence of mentoring relationship between the senior customs officials with more advanced experience and knowledge (mentors) and a lesser experienced and knowledgeable officials (protégés). Four types of mentoring relationship were found within the customs, these are: (1) conventional mentoring relationship; (2) group mentoring relationship; (3) peer mentoring relationship and (4) the great pattern mentoring relationship. As for the impacts of three main functions of mentoring relationship for protégé, the influences on psychosocial and role modeling were found, while the impact of career development was not clearly found.
This study suggests that by enhancing the peer mentoring relationship, group mentoring relationship and/or together with establishing the knowledge communities of practice, to facilitate the development of formal mentoring relationship within the customs. Through experiences transference from mentors to protégés, to improve the core competence and adaptation to working environment, and career planning of customs officials, and as one of the resolutions for customs administration to cope with its current challenges.

摘 要 I
誌 謝 III
目 次 IV
表 次 VI
圖 次 VII
第一章 緒論 1
第一節 研究動機與問題陳述 1
第二節 研究範圍與對象 8
第三節 研究方法 9
第四節 研究流程 10
第二章 文獻探討 12
第一節 師徒關係 13
第二節 生涯發展 26
第三節 師徒關係與生涯發展 31
第三章 研究設計 36
第一節 研究架構 37
第二節 深度訪談法 38
第三節 受訪者特性與訪談程序 39
第四節 資料整理分析 42
第四章 訪談分析 45
第一節 關務人員師徒關係 45
第二節 師徒關係運作方式 63
第三節 師徒關係功能之影響 70
第五章 結論 83
第一節 研究發現 83
第二節 省思與建議 89
參考文獻 94
附錄、深度訪談大綱 101

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