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研究生:柯馨惠
研究生(外文):Hsin-Hui Ko
論文名稱:知覺師徒職涯功能對關係型心理契約與員工工作投入的影響—以師徒關係品質為調節變項
指導教授:鄭晉昌鄭晉昌引用關係
學位類別:碩士
校院名稱:國立中央大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2023
畢業學年度:111
語文別:中文
論文頁數:54
中文關鍵詞:師徒職涯功能關係型心理契約工作投入師徒關係品質
外文關鍵詞:Perceived career-related mentorship functionrelative contractwork engagementquality of mentorship
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  現今,企業在面對日益激烈的競爭環境下,如何有效地管理人才已成為一大挑戰。導師制度被視為提升員工專業能力、知識傳承、增加職場情感投入的有效策略之一。透過導師制度的建立,企業能夠積極培養並留住優秀的人才,企業與員工建立良好的關係型心理契約,並提升員工的工作投入與生產力。因此,企業在實務上應該重視導師制度的建立與執行,並建立各種措施來提升導師制度的品質,以達到導師、導生與企業三贏的目標。
  本研究旨在探討知覺師徒職涯功能對關係型心理契約與員工工作投入的影響,並以師徒關係品質作為調節變項。研究採用問卷調查法,以台灣地區現職員工並具有正式或非正式導師制度經驗者為研究對象,共收回有效問卷413份。
  研究結果顯示,知覺師徒職涯功能對關係型心理契約及員工工作投入皆有正向影響,關係型心理契約也在師徒職涯功能與工作投入間扮演部分中介的角色。而師徒關係品質在師徒職涯功能與員工工作投入之間具有正向調節效果。本研究的發現可作為企業實務界在推動知識管理策略及導師制度時之參考。
In today's competitive business environment, managing talent effectively has become a significant challenge for companies. Mentorship is viewed as an effective strategy to enhance employee professional competence, knowledge transfer, and emotional engagement at work. By establishing a mentorship system, companies can actively cultivate and retain top talent, establish good relationships with employees, and enhance their work engagement and productivity. Therefore, it is crucial for companies to prioritize the establishment and implementation of mentorship systems, as well as seek ways to improve mentorship quality for a win-win-win outcome for mentors, mentees, and companies.
The objective of this study is to examine the impact of perceived career-related mentorship function on relative contract and employee engagement while considering the quality of mentorship as a moderating variable. The study collected 413 valid questionnaires from current employees in Taiwan with formal or informal mentorship experience.
The results indicated that perceived career-related mentorship function had a positive influence on both relative contract and work engagement, also relative contract mediated the relationship between the career-related mentorship function and work engagement. Furthermore, the quality of mentorship played a positive moderating role in the connection between career-related mentorship function and employees' work engagement. The study's findings provide guidance for corporate practitioners to enhance knowledge management strategies and mentorship systems.
表目錄 iv
圖目錄 v
一、緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 2
二、文獻探討 3
第一節 師徒職涯功能與師徒關係品質 (Mentoring Functions and Quality of Mentorship) 3
第二節 工作投入 (Work engagement) 7
第三節 關係型心理契約 (Relative Contract) 8
第四節 關係型心理契約對師徒職涯功能與工作投入之中介效果 11
第五節 師徒關係品質對師徒職涯功能與工作投入的影響 12
三、研究方法 13
第一節 研究架構與假設 13
第二節 研究變項之操作性定義與工具 14
第三節 資料統計分析方法 17
第四章 研究結果 18
第一節 敘述性統計與驗證性因素分析 18
第二節 信度效度分析與相關分析 20
第三節 假設驗證 23
第五章 結論與建議 30
第一節 研究結果 30
第二節 管理意涵 31
第三節 研究限制與未來建議 33
參考文獻 34
附錄、研究問卷 40
壹、中文部分
張瑞芸(2019)。員工體驗與工作敬業心關係之研究—以關係型心理契約為中介變項〔未出版之碩士論文〕。國立中央大學人力資源管理研究所在職專班。
陳可婕(2020)。感知師徒功能對組織承諾與工作績效之影響:以師徒關係為調節效果〔未出版之碩士論文〕。國立中山大學人力資源管理研究所。
陳家薇(2021)。Psychological Empowerment and Career Commitment: A Moderated Mediation Model of Trust in Leaders and Work Engagement from Social Exchange Theory〔未出版之碩士論文〕。國立臺灣師範大學國際人力資源發展研究所。
蔡淳如(2009)。師徒制與師徒功能對員工創新行為之影響-以知識分享為中介變數〔未出版之碩士論文〕。國立高雄師範大學人力與知識管理研究所。

貳、英文部分
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