(52.201.27.211) 您好!臺灣時間:2019/03/21 01:09
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

我願授權國圖
本論文永久網址: 
line
研究生:顏翠玲
研究生(外文):Tusi-Ling Yen
論文名稱:師徒互動歷程及結果之探討
論文名稱(外文):The Interactive Process and Consequence in Mentorship
指導教授:董玉娟董玉娟引用關係
指導教授(外文):Yu-Chuan Tung
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
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:2008
畢業學年度:96
語文別:中文
論文頁數:140
中文關鍵詞:師徒功能師徒關係組織情境影響策略師父利益徒弟利益
外文關鍵詞:Mentoring FunctionMentorshipOrganization ContextInfluential StrategyMentor’s BenefitsProtégés’s Benefits
相關次數:
  • 被引用被引用:3
  • 點閱點閱:399
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:2
摘 要

師徒制是組織發展的重要工具,能有效協助組織完成組織內人員培育及發展的需求。當存在完整且關係良好的師徒關係時,可以提升徒弟及師父工作上的滿足感,亦將為組織帶來正面效益。而師徒之間微妙的互動關係以及發展,是影響師徒關係成功與否的重要因素。
本研究針對組織中之師徒關係類型、組織情境特質、向下影響策略、向上影響策略為前因來探討,在師徒關係互動歷程中,這些因素將產生如的師徒功能及師父與徒弟各自的利益結果。研究結果顯示:
一、師徒關係類型之關係期間、規模、相似性在部份的師徒功能上具有顯著差異
二、組織情境特質在部份的師徒功能上有顯著正向影響
三、師父向下影響行為之威脅利誘對部份的師徒功能有顯著正向影響
四、徒弟向上影響行為之管制策略對部份的師徒功能有顯著正向影響
五、師徒功能對師父利益有顯著正向影響
六、師徒功能對徒弟利益有顯著正向影響
七、師徒功能對於師徒關係類型與師父利益具有不完全中介效果
八、師徒功能對於組織情境特質與師父利益具有不完全中介效果
九、師徒功能對於師徒關係類型與徒弟利益具有不完全中介效果
十、師徒功能對於組織情境特質與徒弟利益具有不完全中介效果
Abstract
The mentoring system is the significant means of organization development. It can be effective to help the organization accomplish the staffs’ training and development needs. 。As good relationship between mentor and protégés is existed, it can promote the job satisfaction of both mentor and protégés. It also help organizations carry out the positive benefits. Moreover, the interactive relationship and development between mentor and protégés may be the critical factor to influence their relationship successfully.
This study aims at probing the effects of the mentorship type, the characteristics of organization context, the strategy of downward and upward on both benefits of mentor and protégés. The results as showed below,
1. The mentoring functions are varied with different period, scale, and similarity of mentorship.
2. The characteristics of organization context are significantly positive effect on some functions of mentoring.
3. The stick-and-carrot strategy of mentor toward protégées is significantly positive effect on some functions of mentoring.
4. The regulation strategy of protégés toward mentor is significantly positive effect on some functions of mentoring.
5 Mentoring functions are significantly positive effect on mentor’s benefits.
6. Mentoring functions are significantly positive influence on protégés’s benefits.
7. The mentoring functions are partially mediated the relationship between mentorship types and mentor’s benefits.
8.The mentoring functions are partially mediated the relationship between the characteristic of organization context and mentor’s benefits.
9.The mentoring functions are partially mediated the relationship between the mentorship types and protégés’s benefits.
10. The mentoring functions partially mediated the relationship between the characteristic of organization context and protégés’s benefits.
目錄

誌謝 …………………………………………………………………………………… Ⅰ
中文摘要 ……………………………………………………………………………… Ⅱ
英文摘要 ……………………………………………………………………………… Ⅲ
目錄 …………………………………………………………………………………… Ⅳ
表目錄 ……………………………………………………………………………… Ⅴ
圖目錄 …………………………………………………………………………………Ⅶ
第一章 緒論 ……………………………………………………………………………1
第一節 研究動機 …………………………………………………………………1
第二節 研究目的 …………………………………………………………………2
第二章 文獻探討 ……………………………………………………………………… 3
第一節 師徒關係理論 ……………………………………………………………3
第二節 師徒關係類型 ……………………………………………………………7
第三節 師徒互動行為……………………………………………………………16
第四節 師徒關係影響……………………………………………………………33
第五節 師徒關係類型、組織情境特質、師徒功能與師父及徒弟利益之間的關係…49
第三章 研究方法 ………………………………………………………………………52
第一節 研究架構與假設…………………………………………………………52
第二節 研究變數操作性定義與衡量……………………………………………55
第三節 資料收集…………………………………………………………………62
第四節 研究分析方法……………………………………………………………63
第五節 回收樣本分析……………………………………………………………65
第六節 問卷檢測…………………………………………………………………70
第四章 研究分析與結果 ………………………………………………………………85
第一節 相關分析…………………………………………………………………85
第二節 各研究變項之差異分析…………………………………………………94
第三節 迴歸分析 ………………………………………………………………105
第四節 本章小結 ………………………………………………………………122
第五章 結論與建議……………………………………………………………………124
第一節 結論與實務意涵 ………………………………………………………124
第二節 管理意涵 ………………………………………………………………128
第三節 研究限制與建議 ………………………………………………………130
參考文獻 ………………………………………………………………………………131
參考文獻
<中文部份>
丁樹德(91),多角化策略與知識移轉績效之研究-以中鋼集團為例。國立中山大學企業管理研究所碩士論文。
李安民,民91,「組織政治知覺對員工工作態度之影響」,國立中山大學人力資源管理研究所碩士論文。
林東清,《知識管理》,初版,台北:智勝文化,民國九十二年七月。
吳明隆,2003,SPSS統計應用學習實務 問卷分析與應用統計,台北,知成
邱皓政,2001,量化研究與統計分析,台北:五南書局。
柯怡華(1995),影響跨團隊知識移轉之研究-以資訊系統開發為例。國立中山大學資訊管理研究所碩士論文。
陳信宏,民95,「人際吸引對師徒間相似性與師徒功能中介效果之探討」,國立台灣科技大學企業管理研究所碩士論文。
楊其清(2001),組織內部知識移轉流程之研究-以惠普科技顧問事業群為例。國力台灣師範大學工業科技教育學系碩士論文。
林信昌(1998),新聞從業人員工作倦怠現象研究 – 以台北市平面媒體路線記者為例,政治大學新聞研究所碩士論文。
張明寮(2006),台灣地區金融控股公司銀行主管工作壓力暨因應策略研究。高鳳技術學院95年度教師獎勵型研究計畫
郭生玉(1987)。〈教師工作心厭與背景因素關係之研究〉。《國立臺灣師範大學教育心理學系教育心理學報》,20期,頁37-54。
吳美連,蔡明洋,張振傑,莊文隆(2007), 師徒功能對組織社會化影響之研究-以志願役軍官為例,人力資源管理學報,7卷2期,P.71-92.
池進通(1989),部屬向上政治行為對工作滿足、離職傾向之影響—以中興保全股份有限公司為例

<英文部份>
Allen,R.W.,Madison,D.L.,Porter,L.W.,Renwick,P.A.,&Mayer,B.T.(1979).Organizational politics:Tactics and characteristics of its actors.California Management Review,22(1),77-83.
Allen.& Porter.(1983).Organizational influence process.London:Foresnan and Company.
Allen, T.D.,Poteet,M.L.(1997).The mentor’s perspective:A qualitative inquiry and future research agenda.Journal of vocational behavior 51,70-89.
Allen, T. D., McManus, S. E., & Russell J. E. A.(1999).Newcomer socialization and stress:Formal peer relationships as a source of support.Journal of Vocational Behavior,54,453-470.
Allen,T.D.,Eby,L.T.(2003).Relationship effectiveness for mentors: Factors associated with learning and quality .Journal of management ,29(4),469-486.
Allen,T.D.(2003).Mentoring others:A dispositional and motivational approach.Journal of vocational behavior ,62,134-154.
Allen,T.D.,Eby,L.T.(2006).The relationship between formal mentoring program characteristics and perceived program effectiveness. Personnel psychology,59,125-153.
Aryee,S.,Chay,Y.W.(1996).The motivation to mentor among managerial employees.Group & organization studies ,21(3):261-277.
Bolton,E.B.(1980).A conceptual analysis of the mentor relationship in career development of women.Adult education,30,195-207.
Bassi,Laurie J.(1997), Harnessing the power of intellectual capital ,Training & Development, 51,25-31
Belle,R.R.,John L.C.,&Janice S.M.(2000).Marginal mentoring: The effects of type of mentor, quality of relationship, and program design on work and career attitudes.Academy of Management Journal,43,1177-1194.
Blanchard,A.(2004).Virtual behavior settings: An application of behavior setting theories to virtual communities,Journal of Computer Mediated Communication,9(2).Retrieved 01 October 2004.
Bobrow,D.G.& Whalen,J.(2002).Community Knowledge Sharing in Practice: The Eureka Story.Reflections,4(2),47-59.
Brass D.J.and Burkhardt M.E.(1993,June).Potential Power and Power Use: An Investigation of Structure and Behavior, Academy of Management Journal,441-470.
Burke,R.J.(1984). Mentors in organizations. Group and organization studies (pre-1986).9(3),353-372
Burke,R.J.,McKeen,C.A.(1989).Developing formal mentoring programs in organizations. Business quarterly,53(3),76-79
Burke,R.,McKenna,C.L,& McKeen,C.(1991). How do mentorships differ from typical supervisory relationships? Psychological Reports,68,459-466
Burke,R.,McKenna,C.L,& McKeen,C.(1993).Correlates of mentoring in organizations: The mentor’s perspective. Psychological report, 72,883-896

Burke,R.,McKenna,C.L,& McKeen,C.(1994).Benefits of mentoring in organizations: the mentor’s perspective.Journal of managerial psychology,9(3),23-32
Chao,G.T.(1997). Mentoring phases and outcomes.Journal of vocational behavior,51,15-28.
Chao,G.T.,Walz,P.M.(1992).Formal and inform mentorships: a comparison on mentoring functions and contrast with nonmentored counterparts. Personnel psychology,45(3),619-636
Chou, Tien-suze (1991). Review of Research on the Stress-Burnout Process. Journal of National Taipei Teachers College IV,339-358.
Clawson,J.G.(1980). Mentoring in managerial careers.In C.B. Deer(Ed.),Work,family and the career:New frontiers in theory and research,36-39
Clawson,J.G.& Kram,K.E.(1984).Managing cross-gender mentoring. Business Horizons,17,22-32
Collin,A.(1979).Notes on some typologies of managerial development and the role of mentors in the process of adaptation of the individual to the organization,personnel review,8,10-14.
Constant, D., Kiesler, S., & Sproull, L. (1994). What's mine is ours, or is it? A study of attitudes about information sharing. Information Systems Research, 400-421.
Cordes,C.L.,& Dougherty,T.W.(1993).A review and an integration of research on job burnout. Academy of Management Review, 18(4),621-656.
Cropanzano,R.,Rupp,D.E.,& Byrne,Z.S.(2003).The relationship of emotional exhaustion to job performance ratings and organizational citizenship behavior. Journal of Applied Psychology, 88 (1),160-169.
Dansky,K.H.(1992).The influence of social categorization on mentoring relationships.Unpublished doctoral dissertation ,Ohio state university.
Davenport T.and Prusak,L.(1998).Working Knowledge:How Organizations Manage What They Know,Boston:Havard Business School Press.
Dansky,K.H.(1996).The effect of group mentoring on career outcomes . Group and organization management,21(1),5-21.
Davenport,T.H.,and Prusak,L.(1998).“Working Knowledge: How Organizations Manage What They Know,” Harvard Business School Press.
Demarest,M.(1997).Understanding knowledge management, Long Range Planning,30(3),374-384.
Dewhirst,D.H.(1971).Influence of perceived information sharing norms on communication channelutilization, Academy of Management Journal,14, 305-315.
Dreher,G.F.,& Ash,R.(1990).Acomparative study of mentoring among men and women in managerial,professional and technical positions.Journal of Applied Psychology,75,539-546.

Duck,S.(1977).The study of acquaintance. Westmead, England: Saxon House
Duck,S.(1994).Strategems, spoils, and serpent’s tooth: on the delights and dilemmas of personal relationships. In W.R.Cupach & B.H.
Spitzberg(Eds), The dark side of interpersonal communication
(pp.3-24),Hillsdale ,NJ: Lawrence Erlbaum Associates.
Eby,L.T.,McManus,S.E.,Simon,S.A.(2000).The protégé’s perspective regarding negative mentoring experiences: the development of a taxonomy.Journal of vocational behavior,57,1-21.
Eby,L.T.,Allen,T.D.(2002).Further investigation of proteges’negative mentoring experiences. Group & organization management,27(4), 456-479.
Eby,L.T.,Durley,J.R.(2006).The relationship between short-term mentoring benefits and long-term mentor outcomes.Journal of vocational behavior,69,424-444.
Ellen, A.F., Michelle, A.M. (1997).Perception of mentoring relationships. Journal of vocational behavior,51,29-42.
Ensher, E.A. & Murphy, S.E.(1997). Effects on race, gender, perceived similarity, and contact on mentor relationships. Journal of vocational behavior ,50,460-481.
Ensher,E.A.,Grant-Vallone,E.J.&Marelich,W.D.(2002).Effects of perceived attitudinal and demographic similarity on protégé’ support and satisfaction gained from their mentoring relationships. Journal of applied social psychology,32,1407-1430.
Fable, C. M. & Yulk, G.(1992,August).Consequences for Managers of Using Single Influence Tactics and Combinations of Tactics,Academy of Management Journal,638-652.
Fagenson,E.A.(1989).The mentor advantage: perceived career/job experiences of protégés versus non-protégés.Journal of Organizational Behavior,10,309-320.
Farr,J.L.,Dubin,S.S.,Enscore,E.E.,Kozlowski,S.W.and Cleveland,J.N.
(1983).Relationships among individual motivations, work environment and updating in engineers,Psychological Documents,13(6),(ms.no.2562).
Feldman,D.C.,&Kilch,K.M.(1991).Perceptions of organizational politics scale(POPS):Development and construct validation.Educational &Psychological Measurement,51(1):193~
Ferris,G.R.,Russ,G.S.& Fandt,P.M.(1989).Politics in organizations. (pp143-170),in R.A. Giacalone & P. Rosenfeld(Eds), Impression management in the organization.Hillsdale,NJ:Lawrence Erlbaum.
Ferris,G.R.& Kacmar,K.M.(1992). Perceptions of organizational politics. Journal of management,18:93-116
Freudenberger,H.J.(1974).Staff Burn-out. Journal of Social Issues 30 (1):159-165.
Freudenberger,H.J.(1980).Burn-Out: The High cost of High Achievement. Garden City,NY:Doubleday.
Geiger-Dumond,A.H.& Boyle,S.K.(1995).Mentoring:A practitioner’s guide.Training and development,49,51-54
Gilbert,M.,&Gordey-Hayes M.(1996).Underatanding the Process of Knowledge Transfer to Achieve Successful Technological Innovation. Technovation(16:6),365-385.
Gibson,Ivancevich,Donnelly.(2000).Organizations Behavior Structure Processes.MC Graw Hill.
Grant, R. M.(1991).The Resource-Based Theory of Competitive Advantage:
Implications for Strategy Formulation, California Management Review, Vol.33,Iss.3,114-135.
Halatin,T.J.and Knotts,R.E.(1982).“Becoming a mentor: Are the risks worth the rewards?”Supervisory Management,27(2),27-29
Hicks,W.D.,Klimoski,R.J.(1987).Entry into training programs and its effects on training outcomes:a field experiment. Academy of management journal,30,542-552
Hochwarter W A, Ferris G R, Gavin M B, et al. (2007). Political skill as neutralizer of felt accountability—Job tension effects on job performance ratings: A longitudinal investigation. Organizational Behavior and Human Decision Processes, 102: 226~239.
Hunt,D.M. & Michael,C.(1983). Mentorship :a career training and development tool.Academy of management review,8(3),475-485
Huston, T.L.& Burgess ,R.L.(1979). Social exchange in developing relationships: An overview in Huston, T.L.& Burgess, R.L.(Eds)social exchange in developing relationships:3-28.New York: academic press
Kacmar,K.M., Ferris,G.R.(1991).Perceptions of organizational politics scale (POPS):Development and construct validation. Education and psychological measurement,51: pp.193-205)
Kacmar,K.M. & Carlson,D.S (1997) Further validation of the perceptions of politics scale(POPS): A multiple sample investigation . Journal of management ,23(5),627-658.
Käser,P.A.W.& Miles,R.E.(2002).Understanding Knowledge Activists' Successes and Failures. Long Range Planning,35(1),9-28.
Kipnis,D.,Schmidt,S.M.,Swaffin-Smith,C.,& Wilkinson,I.(1984). "Patterns of Managerial Influence: Shotgun Managers, Tacticians, and Bystanders", Organizational Dynamics,58-67.


Kipnis,D.,Schmidt,S.M.(1988).Upward-Influence Styles:Relationship
Performance Evaluation, Salary, and Stress, Administrative Science
Quarterly,33,528-542
Kozlowski,S.W.and Hults,B.(1987).An exploration of climates for
technical updating and performance.Personnel Psychology,40,539-563.
Kram,K.E.(1983).Phases of the mentor relationship. Academy of Management Journal,26,608-625.
Kram,K.E.(1985).Mentoring at Work: Developmental Relationships in Organizational Life.Glenview, IL: Scott, Foresman.
Kram,K.E.(1985).Mentoring at Work,Scott,Foresman and Company,
Glerview,Il.
Kram,K.E.and Hall,D.T.(1989).Mentoring as an antidote to stress during
corporate trauma,Human Resource Management, 28,493-510.
Leek,M.& Smith,P.K.(1989).Phenotypic matching , human altruism, and mate selection.Behavioral and brain sciences.12,534-535.
Leonard-Barton,D.(1995).Wellsprings of Knowledge:Building and Sustaining the Sources of Innovation. Massachusetts,Harvard Business School Press.
Lewin,K.(1936).Principles of topological psychology.New York:
McGraw-Hill
Litwin,G.H.and Stringer,R.A.(1968).`Motivation and organizational climate',Harvard University,Graduate School of Business Adminstration,Boston, MA.
Liversion,D.J.,Darrow,C.N.,Klein, E.B.,Levinson, M.h.and McKee,B (1978). The seasons of a man's life ,Alfre A.Knopf, NEW YORK.
Li,X.,Montazemi,A.R.&Yuan,Y.(2005).Agent-Based Buddy-Finding
Methodology for Knowledge Sharing.Information & Management,43(3), 283-296.
Markham,S.E.(1988).Pay-for-performance dilemma revisited:Empirical example of the importance of group effects.Journal of Applied Psychology,73(2),172-180.
Maslach,C.&Jackson,S.E.(1984).Burnout in organizational settings. Applied Psycholoical Annual: Applications in Organizational Settings, 5,133-153.
Maslach,C.,W.B.Schaufeli,and M.P.Leiter.(2001).Job burnout.Annual Review of Psychology,52,397–422.
Miller,V.D.,& Jablin,F.M.(1991).Information seeking during organizational entry:Influences tactics, and a model of the process. Academy of Management Review,16,92-120.
Mitchell,M.S.,& Ambrose,M.L.(2007).Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of Applied Psychology, 92(4),1159-1168.

Mohr, J. and Spekman, R.(1994).Characteristics of Partnership Success: Partnership Attributes, Communication Behavior, and Conflict Resolution Techniques,Strategic Management Journal ,15,135-152.
Morgan,R.M.and Hunt,S.D.(1994).The Commitment-Trust Theory of Relationship Marketing," Journal of Marketing ,58(3),20-38.
Morrison,E.W.(1993).Longitudinal study of the effects of information seeking on newcomer socialization.Journal of Applied Psychology, 78,173-183.
Mowday,R.(1979).Leader characteristics,self-confidence and methods of upward influence organizational decision situations.Academy of Management Journal,22,709-725
Mullen,E.J.(1994).Framing the mentoring relationship as an information exchange,Human Resource Management Review,4,257-281
Murray,M.(1991).Beyond the myths and magic of mentoring:How to facilitate an effective mentoring program. San Francisco: Jossey-Bass
Myers, D.W. and Humphreys, N.J.(1985).“The caveats in mentorship”, Business Horizons,28(4),9-14
Newby,T.J.& Heide,A.(1992).The value of mentoring. Performance improvement quarterly,5(4),2-15.
Noe,R.A.(1988A).”An investigation of the determinants of successful assigned mentoring relationships.”Personnel Psychology,41,457-479.
Noe,R.A.(1988B). Women and mentoring: a review and research agenda. Academy of management review,13,65-78
Nonaka,I.& H.Takeuchi.(1995).The knowledge-creating company: How Japanese Companies Create the Dynamics of Innovation. Oxford University Press.
Osterloh,M.,& Frey,B.S.(2000).Motivation, knowledge Transfer, and Organizational Forms. Organization Science,11(5),538-550.
Parker,C.P., Dipboye,R.L.(1995). Perceptions of organizational polotics: An investigation of antecedents and consequences. Journal of management,21,5,891-912.
Perlman,B.& Hartman,E.A.(1982).Burnout: Summary and Future Research. Human Relations 35,283-305.
Pines,A.& Aronson, E.(1988). Career Burnout: Causes and Cures. New York : Free Press.
Pines,A.M.(1993). Burnout.In L. Goldberger & S.Breznitz (Eds.) Handbook of Stress: Theoretical and Clinical Aspects. New York: Free Press.
Poldre, P.A.(1994). Mentoring programs: A question of design. Interchange, 25(2),183-193.
Porter,L.W.(1976). Organizations as political anomals. Presidential address , Division of industrial- organizational psychology, 84th annual meeting of the American psychological association,
Washington,DC.
Porter,L.W., Allen,R.W. & Angle,H.L.(1981). The politics of upward influence in organizations(pp.109-149), in L.L.Cummings & B.M.Staw(Eds), research in organizational behavior(vol3) Greenwith, CT:JAI PRESS
Ragins, B.R., & McFarlin, D.B.(1990).Perceptions of mentor roles in cross-gender mentor relationships.Journal of vocational behavior,37,321-340.
Ragins,B.R. & Cotton,J.L.(1993). Gender and willingness to mentor in organizations. Journal of management,19,97-111.
Ragins,B.R.(1997) Gender differences in expected outcomes of mentoring relationships. Academy of management journal,37,4, 957-971
Ragins,B.R.(1997).Diversified mentoring relationship:A power perspective,Academy of Management Review,22,482-521.
Ragins,B.R.,Scandura, T.A.(1999) Burden or blessing? Expected costs and benefits of being a mentor.Journal of organizational behavior.20,493-509
Ragins,B.R.& J.L.Cotton,(1999).Mentor Functions and Outcomes:A Comparison of Men and Women in Formal and Informal Mentoring Relationships.Journal of Applied Psychology,84(4),529-550.
Riordan,C.M.(2000).Relational demography withen groups: Past developments, contradictions and new directions . In G.R.Ferris(Ed),Research in personnel and human resource management,19,131-173.
Robbins,S.P.(1993).Organizational Behavior. Englewood Cliffs, NJ: Prentice-Hall.
SAMUEL ARYEE*,SUSANNA LO AND INN-LEE KANG,(1999).Antecedents of early career stage mentoring among Chinese employees, Journal of Organizational Behavior J. Organiz. Behav.20,563-576
Satikarn,M.(1981).Technology Transfer:A case Study.Singapore University Press.
Scandura,T.A.,Schriesheim,C.A.(1990). Having friends in high places: The effects of mentoring functions, lapse in mentoring ,length of the mentoring relationship,and mentor hicrarchical level on protégé career outcomes’.Working paper.
Scandura,T.A.(1992).Mentorship and career mobility: an empirical investigation.Journal of organizational behavior,l13,169-174
Scandura,T.A.,Williams,E.A.(1998).Initiating mentoring :Contrasting the reports of protégés in assigned and informal relationships. Southern management association proceeding, New Orleans, LA
Scandura,T.A.(1998).Dysfunctional mentoring relationships and outcomes. Journal of management,24(3),449-467
Scandura,T.A., Williams,E.A.(2001).An investigation of the moderating effects of gender on the relationships between mentorship initiation and protégé perceptions of mentoring functions. Journal of vocational behavior,59,342-363
Schriesheim,C.A.& Hinkin,T.R.(1990).Fluence Tactics Used by Subordinates: A Theoretical and Empirical Analysis and Refinement of the Kipnis, Schmidt, and Wilkinson Subscales", Journal of Applied Psychology,75,246-257.
Schilit,S.M.,& Locke,E.A.,(1982).A Study of Upward Influnece in Organization,Administrative Science Quarterly,27,304-316.
Schilit,W.K.,&Locke,E.A.(1982).A study of upward influence in organization.Administrative Science Quarterly,27,305.
Schroeder, D.A.& Penner, L.A.(1995). The psychology of helping and altruism. New York: McGraw-Hill.
Simonin,B.L.(1999).Ambiduity and the Process of Knowledge Transfer in Strategic Alliances,Strategic Management Journal(20),595-623.
Stukas,A.A.,Snyder,M.& Clary,E.G.(1999).The effects of “mandatory volunteerism”on intensions to volunteer.Psychological Science, 10(1), 59-64.
Spek,V.D.Rob & Spijkervet,A.(1997).Knowledge Management: Dealing Intelligently with Knowledge, in Knowledge Management and Its Integrative Elements, Jay Liebowitz & Lyle C. Wilcox (eds),31-59.
Szulanski,G.(1996).“Exporting Internal Stickness:Impediments to the Transfer of Best Practive within the Firm,”Strategic Management Journal,17,27-33.
Szilagyi,& Keller, R. T.(1976).The Measurement of Job Characteristics, Academy of Management Journal,19,159-212
Tagiuri,R.and Litwin,G.H.(eds).(1968),Organizational Climate: Exploration of A Concept, Boston: Division of Research,Graduate School of Business Administration ,Harvard University.
Tampoe,M.(1993).Motivating Knowledge Workers: The Challenge for the 1990s. Long Range Planning,26(3),49-55.
Tepper,B.J.(1995).`Upward maintenance tactics in supervisory mentoring and nonmentoring relation-ships',Academy of Management Journal, 38, 1191-1205.
Tepper,B.J.(2000).Consequences of abusive supervision. Academy of Management Journal, 43(2), 178-190.
Tepper,B.J.(2007).Abusive supervision in work organizations: review, synthesis, and research agenda. Journal of Management, 33(3), 261-289.
Tracey , Tannenbaum ,& Kavanagh(1995). Applying trained skills on the job: the importance of the work environment. Journal of Applied Psychology, 80(2), 239-252.

Turban,D.B.and Dougherty,T.W. (1994).`Role of protege personality in receipt of mentoring and career success', Academy of Management Journal, 37, 688-702.
Turban,D.B.,Dougherty,T.W. & Lee,F.K. (2000).The moderating effect of time on the relationships of demographic and perceived similarity with mentoring outcomes. Manuscript under review.
Verkasalo,M. & Lapplainen,P.(1998) .A method of mesaurin the efficiency of the knowledge utilization process.IEEE Transactions on Engineering Management,45 (4),414-423.
Waldron, Vincent R.(1991,Sep).Communication Monographs. Annandale,58(3),289.
Wickman,F.,& Sjodin,T.(1996).Mentoring: The most obvious yet overlooked key to achieving more in life than you ever dreamed possible. McGraw-Hill.
Willbur,J.,(1987).“Does mentoring breed success?” Training & Development Journal,41,38-41.
Wilson,James A.&Nancy S.Elman,(1990).“Organizational Benefits of mentoring.”Academy of Management Executive,4,88-94.
Whitely,W.,Dougherty,T.W.(1991). Relationship of career mentoring and social-economic origin to managers’and professional career progress.Academy of management journal,34,331-351.
Whitely,W.,Dougherty,T.W.and Dreher,G.F.(1992).Correlates of career-oriented mentoring for early career managers and professionals, Journal of Organizational Behavior,13,141-154.
Yukl. G.and Falbe, C. M.(1990, April)."Influence Tactics and Objectives in Upward, Downward, and Lateral Influence Attempts", Journal of Applied Psychology,132-140.
Yukl. G., Leadership in Organizations(5th ed.), Englewood Cliffs, NJ:Prentice Hall,141-172.
Zárraga,Celia & Bonache,Jaime.(2003).“Assessing the Team Environment for Knowledge Sharing: an Empirical Analysis”,International Journal of Human Resource Management, 4(7),1227-1245
Zey,M.G.(1985).The mentor connectation.Homewood,IL:Dow Jone-Irwin.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
系統版面圖檔 系統版面圖檔