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研究生:郭齡筑
研究生(外文):Kuo, Lingchu
論文名稱:師徒功能與工作績效之研究:以中國鋼鐵為例
論文名稱(外文):Mentoring Relationship and Work Performance:A Case of ChinaSteel
指導教授:林欣怡林欣怡引用關係
指導教授(外文):Lin, Shinyi
口試委員:楊宜興于躍門
口試委員(外文):Yang, YixingYu, Yuemen
口試日期:2012-07-03
學位類別:碩士
校院名稱:國立臺中教育大學
系所名稱:事業經營碩士學位學程
學門:藝術學門
學類:應用藝術學類
論文種類:學術論文
論文出版年:2012
畢業學年度:100
語文別:中文
論文頁數:103
中文關鍵詞:師徒功能職能組織承諾工作績效
外文關鍵詞:Mentoring functioncompetencyorganization commitmentwork performance
相關次數:
  • 被引用被引用:4
  • 點閱點閱:313
  • 評分評分:
  • 下載下載:38
  • 收藏至我的研究室書目清單書目收藏:3
師徒關係的建立是由資深者帶領資淺者的互動學習過程而來,藉由此關係可以資淺者可以從中獲得職涯發展、社會心理、角色模範等功能。依據國內外學者的統計,目前大部分的企業仍設有師徒制,藉由此來提高員工之間的互動,並且多數的研究亦指出師徒關係的建立可以提供企業正面的效益。
本研究以師徒關係所發揮的功能針對員工的職能、組織承諾探討是否對於工作績效會產生影響。因此,本研究主要探討師徒功能是否會影響其職能、組織承諾與工作績效。
本研究以實施師徒制的中國鋼鐵公司為實證對象,共得206份有效問卷,經由統計分析後,歸納出以下重要的研究結論:
(1)師徒功能與職能有顯著正相關
(2)師徒功能與組織承諾有顯著正相關
(3)職能與工作績效有顯著正相關
(4)組織承諾與工作績效有顯著正相關
(5)師徒功能與工作績效以顯著正相關
綜合以上結論,本研究建議其他企業應於組織當中實行師徒制,來達成職涯發展、社會心理、角色模範等功能,以提升員工的工作績效。

Mentoringship is an intense interpersonal exchange between a senior experienced colleague (mentor) and a less experienced junior colleague (protégé) in which the mentor provides functions of vocational career, psychosocial and role modeling. In view of literatures about mentoring in Taiwan and abroad, it shows that more and more companies agree that mentoring is beneficial for companies, and most of the studies believe that mentorship has great positive influence on the organization.
This study base on mentoringship has an influence on competency of employees, organization commitment, and work performance. Therefore, this study attempts to investigate the relationship among perceived mentoring functions, competency, organization commitment, and work performance.
This study collects empirical data from employees of the ChinaSteel. A Total of 206 completed questionnaires were returned. The results show three key conclusions as follows:
1. The mentoring function is positively related to competency, organization commitment and work performance
2. The competency is positively related to work performance.
3. The organization commitment is positively related to work performance.
From these findings, this study provides some suggestions and recommendations. Mainly, business could establish mentoringship in the organization to provide mentoring functions, and then help their employees achieve work performance through function of vocational career, psychosocial and role modeling.

目次
摘要 i
ABSTRACT ii
表目錄 v
圖目錄 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 6
第三節 研究問題 7
第四節 研究流程 7
第二章 文獻探討 9
第一節 師徒制(Mentoring function) 9
第二節 職能(Competency) 20
第三節 組織承諾(Organization commitment) 26
第四節 工作績效(Work performance) 30
第五節 研究假說推論 39
第三章 研究方法 45
第一節 研究架構 45
第二節 研究對象 46
第三節 研究變項之操作型定義與測量工具 46
第四節 資料分析方法 54
第四章 資料分析與結果 55
第一節 樣本資料分析 55
第二節 信度與效度分析 60
第三節 層級式迴歸分析 66
第五章 結論與建議 84
第一節 研究討論 84
第二節 管理意涵 86
第三節 研究限制 89
第四節 研究建議 90
參考文獻 91
附錄(一) 99


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二、英文部分
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