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研究生:劉文雅
研究生(外文):WEN-YA, LIU
論文名稱:師徒功能對工作滿意與離職傾向之關係中-性別角色之調節角色
指導教授:李昭蓉李昭蓉引用關係
指導教授(外文):JAU-RONG, LI
學位類別:碩士
校院名稱:國立高雄師範大學
系所名稱:事業經營系
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2015
畢業學年度:103
語文別:中文
論文頁數:68
中文關鍵詞:性別角色師徒功能工作滿意離職傾向
外文關鍵詞:gender rolesmentoring functionjob satisfactionturnover intention
相關次數:
  • 被引用被引用:7
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  • 下載下載:43
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本研究旨在探討師徒功能對工作滿意度與離職傾向之關係。並了解不同性別角色(男性化特質、女性化特質、兩性化特質、未分化特質)是否在提供師徒功能方面有所差異,以及性別角色是否會調節師徒功能對徒弟工作滿意與離職傾向之影響。根據538份有效樣本所進行的分析結果發現,兩性化特質的徒弟在整體師徒功能認知上顯著高於男性化特質。而職涯發展功能對徒弟工作滿意有顯著正向影響,角色楷模功能則對離職傾向有顯著負向影響;再者心理社會支持功能與性別角色的交互作用會調節徒弟工作滿意及離職傾向之影響。本文根據研究結論,進一步說明管理上的實務意涵以及未來研究建議。

關鍵字:性別角色、師徒功能、工作滿意、離職傾向

The objective of this study is to research and understand the effect of the job satisfaction and turnover intention in the mentoring functions. And to emaimined the relationships among the type of different gender roles (masculine, feminine ,androgynous, undifferentiated) whether to provide mentoring functions. Futhermore we examined the moderating role of the type of gender roles in the relationship between mentoring functions and protégé received on job satisfaction and turnover intention affected. In this study, we collected data from employees obtained a total of 538 valid observations. The findings of this study include :First, androgynous in the whole mentoring functions was significantly higher than masculine. Second, career development functions has a significant positive impact on job satisfaction. Third, role model functions is a significant negative impact on turnover intention; Furthermore psychosocial support functions and interactions of gender roles will moderated the job satisfaction and turnover intention positively. Based on the research findings, further illustrate practical implications in management as well as suggestions for future research.

Key words :gender roles , mentoring function, job satisfaction, turnover intention


目次
論文摘要 I
Abstract II
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 師徒關係之相關文獻探討 5
第二節 性別角色相關文獻 8
第三節 工作滿意相關文獻 11
第四節 離職傾向相關文獻 14
第五節 性別角色之調節角色相關文獻 16
第三章 研究方法 17
第一節 研究架構 17
第二節 研究假設 18
第三節 研究變項之操作性定義與工具 19
第四節 研究對象與抽樣方樣 25
第四章 研究結果分析與討論 27
第一節 問卷信度與效度分析 27
第二節 問卷同質性檢定 30
第三節 描述性統計分析 31
第四節 相關分析 34
第五節 變異數分析 38
第六節 研究變項之迴歸分析 40
第五章 結論與建議 45
第一節 研究結果與討論 45
第二節 管理意涵與研究結論 49
第三節 研究限制與建議 50
參考文獻 51
中文部份 51
英文部份 52
附錄一正式調查問卷 64

表次
表3 -1研究假設彙整表 18
表3 -2師徒功能量表 19

表3 -3工作滿意度量表 21


表3- 4離職傾向量表 22
表3 -5性別角色量表 23
表4 -1研究變項信度分析摘要表 29
表4 -2研究變項同質性檢定之摘要分析表 30
表4 -3樣本組成分析表 33
表4 -4師徒功能、工作滿意、離職傾向相關分析表 35
表4 -5性別角色特質與各變項之相關析摘要表 37
表4 -6不同性別角色對師徒功能之單因子變異數分析及事後比較表 39
表4 -7師徒功能對工作滿意之迴歸分析摘要表 41
表4 -8師徒功能對離職傾向之迴歸分析摘要表 42
表4 -9性別角色調節下之師徒功能對工作滿意迴歸分析摘要表 43
表4 -10性別角色調節下之師徒功能對離職傾向迴歸分析摘要表 44

圖次
圖1-1研究流程圖 4
圖3-1研究架構圖 17


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