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研究生:劉怡蘭
研究生(外文):Yi-Lan Liu
論文名稱:師徒關係對組織社會化的影響
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
論文出版年:2006
畢業學年度:94
語文別:中文
論文頁數:55
中文關鍵詞:師徒功能師徒關係組織社會化
外文關鍵詞:organizational socializationmentoring functionmentorship
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身為人力資源發展(Human Resource Development )的執行者,就是要協助組織培育人才、協助組織成員發揮潛能並且讓他們能夠融入組織,成為內部人(insider)。其中,師徒制(mentoring)就是最重要的發展工具之一,主要是透過資深成員提供經驗、協助給資淺成員,使其能在職涯發展中得以成長。近年來,有不少企業開始推動「mentor」(導師)制度,透過資深人員協助後輩新人,將公司的文化、願景、專業知識傳遞給資淺人員,使其能早日融入組織之中、降低其焦慮的心情以及勝任工作。
本研究目的在於以徒弟的觀點,探討師徒關係對師徒功能的影響並以組織社會化作為師徒關係的結果變項。本研究以中央大學管理學院研究所畢業生及在職專班為對象,進行問卷調查,有效問卷共162份,研究結果如下:
1. 相較於正式師徒關係,徒弟在非正式師徒關係類型中,認知獲得較多的整體師徒功能以及職涯功能。
2. 相較於非直屬關係類型,徒弟在直屬關係類型中,認知獲得較多的職涯功能。
3. 不論是正式或是直屬師徒關係哪類型,徒弟均認知獲得較多的組織目標與價值社會化。顯示師徒制度的發展,能夠讓徒弟掌握目標、認同組織的價值觀。
4. 在多元迴歸分析結果中,職涯功能與人的社會化具有顯著的相關;在角色楷模面,角色楷模與政治的社會化有顯著的相關。
As human resource development implementers, they are expected to assist organization to cultivate employees, develop individual potential and make them become insiders. Mentoring is one of the most important developmental tools. It means that senior members provide experiences, assistance for the junior members and make them grow in the career development process. In recent years, many companies launch mentorship. Through the senior members assisting the junior ones, they deliver cultures, values, and knowledge to them and make themselves to adapt organization, decrease anxiety, and perform well in the job.
According to protégés’ view, this search is to discuss mentorship on mentoring functions and organizational socialization. The data used in this study were collected from the Management College of National Central University. They are alumni of the graduate students and executive master of business administration (EMBA) students. Surveys were mailed to 500 individuals. A total of valid surveys were 162.
The results:
1. Informal protégés were significantly higher than formal protégés on whole mentoring function and career-related function.
2. Supervisor protégés were significantly higher than non-supervisor protégés on career-related function.
3. Formal protégés were significantly higher than informal protégés on organizational goals and values; supervisor protégés were also significantly higher than non-supervisor protégés on organizational goals and values.
4. In the regression analysis, career-related function is significant related to the “people dimension”; while “role model” is significant related to politics.
目錄
第一章 緒論 1
第一節 研究動機與背景 1
第二節 研究目的 2
第二章 文獻探討 3
第一節 師徒關係相關理論 3
第二節 組織社會化 10
第三節 師徒關係、師徒功能與組織社會化相關研究 16
第三章 研究方法 20
第一節 研究架構 20
第二節 研究假設 21
第三節 研究變項之操作型定義與工具 21
第四節 研究對象 25
第五節 統計分析方法 25
第四章 研究結果 27
第一節 樣本敘述性統計分析 27
第二節 信度分析 29
第三節 研究變項之敘述性統計分析 31
第四節 師徒關係類型與師徒功能之差異分析 32
第五節 師徒關係類型與組織社會化之差異分析 34
第六節 師徒功能與組織社會化之相關分析 36
第七節 師徒功能與組織社會化之關聯性分析 38
第五章 結論與建議 43
第一節 研究結論 43
第二節 管理意涵 45
第三節 研究建議 47
參考文獻 48
附錄—問卷 52
參考文獻
一、中文部份
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二、英文部分
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