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研究生:黃芝瑄
研究生(外文):Huang chih shieh
論文名稱:師父利益及前因對部門績效影響之研究
論文名稱(外文):The Relationship among Antecedents, Mentor Benefits and Department Performance
指導教授:董玉娟董玉娟引用關係
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:94
中文關鍵詞:師徒功能Mentor functionMentor benefitMentor relate to structureDepartment performance師父利益師徒關係部門績效
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本研究之目的在於藉由探討組織中徒弟所獲得到不同的師徒功能對師父利益是否有影響,以及在不同的師徒關係結構下,對師父利益是否有不同的影響,並最後以師父利益是否會對部門的績效提高或減少的影響進行驗證。
師父問卷與徒弟問卷,研究小組同學總共發出師父問卷共310份,回收問卷215份,回收率達69.3%。徒弟問卷共發出1000份,回收問卷676份,回收率達67.6%。本研究結果發現師徒功能有助於師父利益的取得。同時,不同的師徒結構, 師父所獲得的利益也有差異,但師父的利益卻對組織沒有顯著的影響。在這驗證結果可發現與本研究假設不相符合,期望未來可以實際落實執行,並可透過實際的執行後的成果來驗證與本研究的探討是否相符。
This research aims to firstly explore the effects of mentor functions and mentoring structure on the benefits of mentors. We also examine whether the mentor benefits leads to enhance the department performance. This study used paired sampling to collect mentor-protégé dyads data. 310 mentors questionnaires were distributed, and 215 valid samples were returned. The returned rate was 69.3%. 1000 questionnaires were distributed to protégés. 676 valid questionnaires were returned, with a 67.6% return rate. This research found that mentoring functions facilitate to acquire mentor benefits. As well as various mentor structure cause different benefits that mentor gained. However, the benefits of mentor can’t lead to enhance the performance of department.
目錄…………………………………………………………..…………....……...…Ⅰ
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
第三節 研究流程……………………………………………………………... 3
第二章 文獻探討…………………………………………………………………... 4
第一節 師徒功能 ……………………………………………………………..6
第二節 師徒關係結構………………………………………………………... 9
一、正式與非正式師徒關係 …………………………………………….9
二、性別配對師徒關係 …...……………………………………………10
三、察覺相似性 ………………………………………………………...12
四、自願與非自願 ……………………………………………………...12
五、由誰發起的師徒關係 …………………………………………….. 13
六、有無師徒經驗 ……………………………………………………...15
七、師徒關係期間…………………………………………………….....16
八、師徒互動頻率…………………………………………………….... 16
九、直屬與非直屬關係………………………………………………….17
第三節 師徒關係利益與損害 ……………………………………………... 18
一、師父利益討論 ……………………………………………………...18
二、師父利益的文獻 ………………………………………….….…… 21
三、師徒關係的風險與所造成負面結果的討論 ………………….…. 23
四、探討師徒關係失敗的文獻 ……………………………………….. 25
第四節、部門績效 …………………………………………………………. 28
第三章 研究方法 …………………………………………………………………29
第一節 研究架構 ………………………………………………………… ...30
一、研究架構 …………………………………………………………...30
二、研究假設 ………………………………………………………….. 31
第二節 變數定義及衡量 ……………………………………………………32
一、師徒功能 …………………………………………………………...32
二、師父利益 …………………………………………………………...33
三、部門績效 …………………………………………………………...34
四、師徒關係類型 ……………………………………………………...35
五、人口統計變項 ……………………………………………………...36
第三節 資料蒐集 ……………………………………………………………37
一、研究樣本來源 ……………………………………………………...37
二、問卷發放與回收 …………………………………………………...37
三、研究流程 …………………………………………………………...37
第四節 研究方法分析 ………………………………………………………38
第五節 樣本特性分析 ………………………………………………………40
一、人口統計變項描述 ………………………………………………...40
二、師徒關係結構 ……………………………………………………...43
三、各變項平均數及標準差 …………………………………………...45
第六節 因素分析與信度分析 ……………………………………………46
一、師徒功能 …………………………………………………………...46
二、部門績效…………………………………………………………….48
三、師父利益因素 ……………………………………………………...49
第四章 研究結果 …………………………………………………………………54
第一節 相關分析 ……………………………………………………………54
第二節 研究假設驗證 ………………………………………………………57
一、師徒關係結構對師父利益的差異分析 …………………………...57
二、由誰發起與各師父利益構面間的差異分析 ……………………..60
三、互動頻率與各師父利益構面間的差異分析 ……………………...62
四、師徒規模與各師父利益構面間的差異分析 ……………………...64
五、師徒配對與各師父利益構面間的差異分析 ……………………...66
六、相似性與各師父利益構面間的差異分析 ………………………...67
七、關係期間與各師父利益構面間的差異分析 ……………………...67
第三節 迴歸及中介效果分析 ………………………………………………70
一、師徒功能對於師父利益迴歸分析 ………………………………...70
二、師徒結構對於師父利益之影響性分析 …………………………...71
三、部門績效對師父利益之影響性分析 ……………………………...72
四、中介效果分析 ……………………………………………………...72
五、本章小結 …………………………………………………………...76
第五章 結論與建議 ………………………………………………………………77
第一節 統計研究結果 ………………………………………………………77
一、師徒功能與師父利益關係 ………………………………………...77
二、師徒關係結構與師父利益的關係 ………………………………...78
三、組織部門績效與師父利益的關係 ………………………………...81
四、師父利益為師徒功能與部門績效中介的影響 …………………...81
第二節 研究樣本的限制 ……………………………………………………82
第三節 實務建議 ……………………………………………………………83
參考文獻 …………………………………………………………………………..84
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