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研究生:黃靖媛
研究生(外文):Ching-Yuan Huang
論文名稱:職場導師制關係效能之前因與成效
論文名稱(外文):Exploring the Antecedents and Consequences of Mentoring Relationship Effectiveness
指導教授:艾昌瑞艾昌瑞引用關係連雅慧連雅慧引用關係
指導教授(外文):C. R. AyYa-Hui Bella Lien
學位類別:博士
校院名稱:國立中正大學
系所名稱:企業管理所
學門:商業及管理學門
學類:企業管理學類
論文出版年:2008
畢業學年度:96
語文別:中文
論文頁數:168
中文關鍵詞:關係品質工作成效關係學習轉換領導關係效能護理人員師徒人際吸引職場導師制
外文關鍵詞:relationship qualitywork outcometransformational leadershipinterpersonal attractionnurserelationship effectivenessmentoringrelationship learning
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如何讓新招募進來的人員在最短時間內熟悉工作內容、傳承組織的經驗與知識,一直是人力資源管理的重要議題,因此職場導師制之概念在今日的職場實務中愈來愈受到重視,因為它能促進新進人員職涯發展以及降低新進人員離職率;本研究將焦點鎖定在職場導師與職場導生之間互動關係的關係效能上,關係效能所代表的是在這樣的制度實施後,職場導師關係之發展與維繫是否成孕B有效.


本研究嘗試驗證包括人際吸引、自我效能與轉換型領導等三項前因變數是否會影響關係效能、職場導師弁酮O否在上述路徑中具有中介效果,以及關係效能是否會對導生的工作成效產生影響。在實證的部份,乃以問卷調查的方式,針對台灣北、中、南各一家區域級以上醫院之新進護理人員進行問卷調查,得到有效樣本306份,有效問卷回收率為99.35%。在檢驗樣本資料之共同方法變異、信度與效度後,採用結構方程模式來檢驗研究模式並且與競爭模式作比較。


研究結果發現,在前因部分,職場導師與導生間的人際吸引、職場導師之轉換型領導行為以及職場導師弁酮珝|對關係效能產生顯著而正向的直接影響,此外,人際吸引以及轉換型領導尚會透過職場導師弁鄐坐中雅蘆G影響關係效能;唯導生的自我效能對關係效能的影響效果並未顯著;在後果方面,本研究發現職場導師制之關係效能確實能顯著正向影響導生的工作成效(包含:工作滿意度與組織承諾),而且影響程度非常高。


綜合上述研究結果,本研究發現目前醫院的新進護理人員職場導師制確實能創造良好的關係品質以及關係學習的效果,同時亦建議實務界在實施正式職場導師制時,可針對本研究所提出的人際吸引、轉換型領導以及職場導師弁鉞它]素於實務操作上加強,以提升職場導師制的關係效能、進而提升導生之工作成效。
[Background] Mentoring relationships in organizations have received increasing attentions as a means for enhancing the career development of new employees and reducing the increasing organizational turnover rate. Domestically, there has thus far been relatively little research into the area.


[Objectives] The present study focused on mentorship effectiveness from the perspective of the protege (mentee). The aim of this research was therefore threefold. To examine the effects of interpersonal attraction, self-efficacy and transformational leadership (antecedent variables) on relationship effectiveness respectively, to test mentoring function as a mediator, and to verify the effect of relationship effectiveness on new employees’ work outcome.


[Method] We employed self-administered questionnaires to collect research data and select new nurses of 3 regional hospitals as samples . In all, 308 nurse samples were obtained and the overall valid response rate was 99.35%. After testing common method variance, reliability, and validity, we adopted structure equation model to test our research model and compared with the competitive model.


[Results] The findings indicated that interpersonal attraction, transformational leadership do have positive effects on relationship effectiveness, however, self-efficacy was not capable of providing adequate explanation of relationship effectiveness. Besides, mentoring function partially mediated the relationship between antecedents and mentorship effectiveness. The results also showed a striking effect of relationship effectiveness on work outcome variables including protege''s job satisfaction and organizational commitment.


[Conclusion] The results supported the conclusion that the formal mentoring among nurses undoubtedly was good for creating relationship quality and relationship learning (i.e. relationship effectiveness) between mentor and protégé. Accordingly, if the antecedent variables were strengthened, it would be helpful for the mentor-protege relationship effectiveness, and also the protege''s work outcomes.
第壹章 緒論 12
第一節 研究背景與動機 12
第二節 研究目的 16

第貳章 文獻回顧與研究假設 17
第一節 職場導師制意涵探討 17
一、 職場導師制之相關概念 17
二、 職場導師弁?19
三、 正式職場導師制 22
四、 職場導師制相關理論 29

第二節 關係效能 33
一、 關係學習 34
二、 關係品質 36

第三節 人際吸引 38
一、 知覺相似性 39
二、 學習目標導向相似性 39

第四節 自我效能 41

第五節 領導類型 43
一、 領導關係與職場導師關係之比較 43
二、 轉換型領導 46

第六節 工作成效 49
一、 工作滿意 49
二、 組織承諾 51

第七節 研究假設 53
一、 人際吸引的效果 53
二、 自我效能的效果 55
三、 轉換型領導的效果 57
四、 關係效能對工作成效的影響 59

第八節 研究架構 62

第參章 研究方法 63

第一節 研究樣本與資料收集 63
第二節 研究構念之定義與衡量 64
一、 關係效能 64
二、 人際吸引 65
三、 自我效能 66
四、 轉換型領導 66
五、 職場導師弁?67
六、 工作成效 68

第三節 控制變數 69

第四節 分析方法 70
一、 樣本代表性分析 70
二、 問卷信、效度分析 72
三、 研究模式分析 72

第肆章 研究結果 74

第一節 樣本特性 74
第二節 研究資料之適當性 76
第三節 研究資料之測量模式 77
第四節 研究模式驗證與比較 96

第伍章 討論 107

第一節 護理人員之職場導師制現況 107
第二節 職場導師制前因變數對關係效能的影響 108
一、 人際吸引因素對關係效能的影響 108
二、 轉換型領導對關係效能的影響 109
三、 自我效能對關係效能的影響 110
第三節 職場導師弁鉆屪鰜Y效能的影響 112
第四節 關係效能對工作成效的影響 113
第五節 整體研究模式的修正 114

第陸章 結論與建議 115

第一節 結論 115
第二節 實務意涵與建議 116
第三節 理論意涵與貢獻 120
第四節 研究限制與未來研究建議 122

參考文獻 124

圖表目錄 9

附錄目錄 11
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