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研究生:蕭惠美
研究生(外文):HUI-MEI Hsiao
論文名稱:師父利益及前因對組織認同影響之研究
論文名稱(外文):The Relationship among Antecedents,Mentor Benefits and Organization Identification The Relationship among Antecedents,Mentor Benefits and Organization Identification The Relationship among Antecedents,Mentor Benefits and Organization Identification
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:122
中文關鍵詞:師徒制度組織認同師徒關係師父利益高科技影響力關鍵字製造業銀行業
外文關鍵詞:mentoring system 、organization identification、mentorship、mentor benefitssystemdata
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摘 要
公司建立師徒制度所帶來的功能不僅可提供工作與職場上的指導與學習模範,以及提供心理上的支持,無形中對於師徒甚至於組織都有很大的幫助。現今許多組織皆使用此種關係做為訓練與傳承文化的工具,並且肯定師徒關係對組織及個人的效益,而逐漸開始正視此一重要的課題。本研究探討徒師父利益的前因變項對於組織認同的影響以及師徒功能與師徒關係類型對於師父利益的影響之研究。為此,本研究以銀行業、保險業、高科技產業、服務業、製造業、傳統產業等等為主要樣本做為研究之實證對象,以師徒配對方式發放,進行調查,期間並加以電話追蹤,研究對象為676對不同產業類型的師徒組合。經由統計分析之後得到了以下結論:
一、師徒之間的社會心理功能與生涯發展功能愈高,師父的利益也就愈高。
二、師徒各種關係類型與師父利益之間有相關性存在,正式且直屬的師徒關係較易擴大師父在組織內的影響力。
三、師父獲得利益愈高則隨之而來徒弟的組織認同度愈高,因此師父角色能促進徒弟對於組織的認同。
綜合上述結論,本研究建議企業應在組織中建立師徒制度,透過不同的師徒關係類型組合來滿足組織成員在心理、職能發展上的支持與需求。並且組織也應瞭解師父利益的獲得,才能真正落實師徒關係的推展。
關鍵字:師徒制度、組織認同、師徒關係、師父利益
Abstract
A mentoring system not only provides the functions of instruction and learning model in the work, but also offers the support on psychological problem. Nowadays many organizations use the mentoring system as a tool for trainings and transferring organizational culture, and acknowledge the effectiveness of the mentoring system for the organization and individual. So mentoring system attracts a lot of academic and practice attention.
This study aims to explore the effect of mentoring functions and mentoring structure on mentors’ benefits. We also examine how mentor benefits influence protégés’ organizational identification. Furthermore, we examine the mediating effects of mentor benefits in the relationship between mentoring functions, mentoring structure and organizational identification. This study uses mentor-protégé dyads data from the samples of the banking business, the insurance industries, the high-tech industry, the service industry, the manufacturing industry and the traditional industry. A total of 676 paired samples were returned.
The findings indicate the following:
1. The higher the functions of social psychological and career development that mentor provides, the more benefits of the mentor get.
2. The mentor benefits are varied due to different form of mentorship. The formal and direct supervised mentorship enhance more mentor benefits.
3. The more mentor’s benefits gained, the higher identification toward organization of protégés have.

Key words:mentoring system 、organization identification、mentorship、mentor benefits
目 錄
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第二章 文獻探討 3
第一節 師徒關係之相關文獻 3
第二節 師徒功能之相關文獻 6
第三節 影響師父利益之前因變項之相關文獻探討 11
第四節 負面的師徒關係 22
第五節 組織認同與師父利益 28
第六節 師父利益對師徒功能及師徒關係與組織認同之中介效果 36
第三章 研究方法 44
第一節 研究架構與假設 44
第二節 研究變項之操作性定義與衡量工具 46
第三節 研究對象與抽樣方法 52
第四節 問卷檢測 55
第五節 樣本描述統計與量表效度分析 61
第六節 量表因素分析與信度分析 70
第四章 研究結果與分析 80
第一節 各研究變項間之相關分析 80
第二節 各研究變項之差異分析 84
第三節 各研究變項之迴歸分析 94
第四節 師父利益之中介效果分析 97
第五節 研究假設實證檢定之結果 100
第五章 結論與建議 102
第一節 研究結論 102
第二節 研究建議 109
參考文獻 112
一、中文部份 112
二、英文部分 114
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