臺灣博碩士論文加值系統

過去學者對於師徒功能的相關文獻與研究大多以本國勞工或國軍作為研究對象，鮮少以外籍勞工作為研究對象，因此本研究旨在探討外籍勞工的師徒功能、自我效能與工作績效的相關性。本研究針對桃園地區有實施師徒制之企業公司的越南籍廠工，作為研究對象，探討徒弟認知師父的職涯發展、角色模範及社會心理支持的三種功能與其工作績效及自我效能的關係，採用徒弟知覺的「便利抽樣」方法，共得有效問卷為208份。採用層級迴歸分析法，探討師徒功能以及工作績效之關聯性，並以自我效能為調節因子。研究結果發現，外籍勞工的師徒功能與工作績效有正向顯著關係；外籍勞工的師徒功能對自我效能有顯著的正向關係；自我效能對工作績效有顯著正向關係；最後，透過自我效能的調節，師徒功能對工作績效並無顯著的調節作用。綜合本論文研究分析結果，對聘請越南籍廠工的企業提升師徒功能、自我效能及工作績效，給予建議如下: 管理者應對師徒功能建立完整的訓練方案，師父能更有效率的方式與徒弟建立關係，給予指導與支持，而徒弟也依據學習需要而虛心受教。建立師徒利益共享制度，不僅在傳授教導技能與知識傳承的師父能與徒弟分享成果及利益。培養師父的觀察力、傾聽的耐心及同理心，使師父能設身處地站在徒弟立場思考，瞭解徒弟在工作上遭遇到的困境、壓力與想要溝通的內容並協助解決。

In the past, scholars' relevant literature and research on mentorship mainly focused on the local labor or army. Only few cases been focused on foreign labor as research target. Therefore, the study explores the correlation between the mentoring function, self-efficacy and job performance of foreign labor. This research is aimed at Vietnamese laborers who are working at factory being taken mentoring function in Taoyuan as the research object, that to explore apprentice acknowledge three functions of mentor such as career development, role model and social psychological support, also the correlation between self-efficacy with job performance. Using the "convenience sampling" method of apprentice perception, a total of 208 valid questionnaires were obtained. A hierarchical regression analysis method is used to explore the correlation between the apprenticeship function and job performance, and self-efficacy is used as the influence. Through the results of the study, we noticed the mentoring function of foreign laborers has a positive influence on job performance and self-efficacy; the self-efficacy also has a positive influence on work performance. And through the influence of self-efficacy, we noticed the mentoring function doesn’t have significant influence on job performance. Based on the results of the research and analysis of this study, if companies those employ Vietnamese laborers would like to improve the mentorship, self-efficacy and work performance, the recommendations as follows: The manager should establish a complete training program for mentoring function then to give guidance and support, and apprentice could keep humility and study more hard. To establish a benefit sharing system so mentors who teach teaching skills and knowledge transfer could be shared all results and benefits together with apprentices. To cultivate mentor's observation, listening and empathy, understand the predicament, pressure and content of the apprentices encountered by the apprentice at work and help solve it.

摘 要 i
Abstract ii
誌 謝 iii
表目錄 vii
圖目錄 viii
第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究目的 3
1.3 研究範圍 4
1.4 研究流程 5
第二章 文獻探討 7
2.1 社會學習理論 7
2.2 外籍勞工 8
2.2.1 外籍勞工定義與背景 8
2.2.2 文化差別 10
2.2.3 跨文化適應特性 12
2.3 師徒功能 13
2.4 工作績效定義與類型 14
2.5 自我效能定義 16
2.6 各變數之關係與研究假說 17
2.6.1 師徒功能與工作績效的關係 18
2.6.2 師徒功能與自我效能的關係 19
2.6.3 自我效能與工作績效的關係 20
2.6.4 徒弟自我效能的中介效果 21
2.6.5 徒弟自我效能的調節效果 22
2.6.6 控制變數 23
第三章 研究方法 24
3.1 研究架構 24
3.2 研究樣本 24
3.3 抽樣設計發放與限制 25
3.4 研究變項衡量及操作定義 25
3.4.1 教導的師父國籍與來台的身分性質 26
3.4.2 師徒功能 26
3.4.3 自我效能 26
3.4.4 工作績效 27
3.4.5 控制變數 28
3.5 統計資料分析方法 29
3.5.1 預試 29
3.5.2 資料分析 29
3.5.2.1 因素分析 30
3.5.2.2 信度分析 30
3.5.2.3 敘述性統計分析 30
3.5.2.4 相關分析 31
3.5.2.5 獨立樣本t檢定與單因子變異數 31
3.5.2.6 迴歸分析 31
3.5.2.7 層級迴歸分析 31
第四章 資料分析結果與討論 33
4.1 敘述性統計分析 33
4.1.1 性別 33
4.1.2 年齡 33
4.1.3 婚姻狀況 33
4.1.4 教育程度 34
4.1.5 來台工作年資 34
4.1.6 帶領你的師父國籍 35
4.2 信度分析 35
4.3 相關分析 36
4.3.1 師徒功能對工作績效之相關分析結果 36
4.3.2 師徒功能對自我效能之相關分析結果 37
4.3.3 自我效能對工作績效之相關分析結果 37
4.4 獨立樣本t檢定與單因子變異數分析 38
4.4.1 性別 38
4.4.2 年齡 38
4.4.3 婚姻狀況 39
4.4.4 教育程度 40
4.4.5 來台工作年資 41
4.4.6 師父國籍 42
4.5 迴歸分析及調節效果分析 43
4.5.1 迴歸分析 43
4.5.1.1 師徒功能對工作績效的影響 43
4.5.1.2 師徒功能對自我效能的影響 44
4.5.1.3 自我效能對工作績效的影響 45
4.5.2 中介效果 46
4.5.3 調節效果分析 46
4.5.3.1 自我效能對師徒功能與工作績效之間的調節效果 46
4.5.3 研究假說驗證之結果 48
第五章 結論與建議 50
5.1 研究結果與討論 50
5.2 實務貢獻與建議 53
5.3 研究限制與未來研究建議 55
參考文獻 56
附 錄 61
簡 歷 66

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