(52.201.27.211) 您好!臺灣時間:2019/03/23 21:43
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:吳嘉芬
研究生(外文):Chia Fun Wu.
論文名稱:師徒利益與影響行為關係之研究
論文名稱(外文):The Relationship between the Benefits of Mentorship and Influence Behavior
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
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:2009
畢業學年度:97
語文別:中文
論文頁數:83
中文關鍵詞:師父利益徒弟利益影響行為策略溝通策略目標設定理論
外文關鍵詞:mentors’ benefitprotégés’ benefitinfluence behavior strategycommunication strategygoal setting theory
相關次數:
  • 被引用被引用:1
  • 點閱點閱:492
  • 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
經營事業有如人才培育爭奪戰,師徒制度除了可以建立員工工作的動機、提昇員工的留職意願,更是健全組織長期社會系統的重要運用方式之一(Wilson & Elman, 1990)。學術上關於師徒制度運用的研究,探討其前因後果者為多,然而對於師徒在互動關係的行為較少著墨。因此,本研究針對師徒互動過程會採用何種行為策略來達成設定的目標利益進行探討,並進一步分析師父的影響行為策略/徒弟溝通策略的運用,對師徒實際利益的達成和期望利益之間的差距影響。研究對象為有施行師徒制的企業組織,採用師父與徒弟一對一配對發放,共發出273組問卷,有效回收178組。
本研究結果顯示:
師父影響行為策略的運用,對目標利益實際獲得和期望之間的差距,沒有顯著的影響;徒弟溝通策略的運用,對設定的利益目標的分析發現,徒弟運用契約策略愈多,對實際獲得生涯成功與預期的差距會愈大;徒弟運用直接策略愈多,實際獲得技能發展與預期的差距會愈大;徒弟運用規範策略愈多,實際獲得創造力與預期的差距會大。
Operating business is like a war of personnel development. Mentoring can contribute to employee motivation, job performance, and retention rates. These are related to the long-term health of the organization as a social system (Wilson & Elman, 1990). Researches on the operation of mentoring are discussed more about the cause and effects than the interactive process of Mentoring. Therefore, this research aims to discuss which influence behavior strategy will help both of mentors and protégées to achieve the expected benefits. The subjects of study are the business with mentoring systems. We adopt the one-on-one way of mentor - protégée dyads to distribute totally 273 pairs of questionnaires, and 178 valid pairs of them returned.
The results showed as below:
Firstly, the influence strategies used by mentor have no significant effect on the gap between actual and expected benefits. The result of the communication strategy used by protégé for the benefit showed: The more contractual strategy used, the larger gap between the actual and expected of career success. The more direct strategy used, the larger gap between the actual and expected skill development. The more regulative strategy used, the larger gap between the actual and expected creativity.
目錄
摘要 i
Abstract ii
目錄 iii
表目錄 iv
圖目錄 v
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
第三節 研究流程 3
第二章 文獻探討 4
第一節 師父利益 4
第二節 徒弟利益 8
第三節 影響行為策略 15
第四節 利益與策略的關係 23
第三章 研究方法 28
第一節 研究架構 28
第二節 研究對象與樣本分析 29
第三節 研究變項之衡量工具 30
第四節 資料處理與分析方法 40
第五節 信效度分析 41
第肆章 資料分析 48
第一節 樣本分析 48
第二節 相關分析 50
第三節 差異性分析 52
第四節 迴歸分析 64
第五節 研究結果 68
第伍章 研究結果與分析 70
第一節 研究結果討論 70
第二節 研究限制 73
第三節 研究建議 73
參考文獻 76
參考文獻
中文文獻
王穗敏(2005)。師徒功能認知、轉換型領導風格對關係績效影響之研究-關係品質、關係學習之中介效果。南台科技大學企業管理系碩士論文。
何金銘(2006)。統計分析方法。台南:台灣復文興業股份有限公司。
吳明隆(2005)。問卷分析與應用統計。台北市-知城數位科技。
吳明隆(2008)。結構方程模式SIMPLIS的應用。台北-五南出版社。
林志芸(2007)。晉升部屬時主管所考量因素之研究。國立中山大學人力資源管理研究所碩士論文。
邱皓政(2005)。結構方程模式LISREL的理論、技術與應用Structural Equation Modeling。台北市:雙葉書廊。
邱皓政(2007)。量化研究與統計分析 SPSS中文視窗版資料分析範例解析(第三版)。台北市:五南。
徐旌舫(2006)。企業實施網路化訓練評估模式之建構與實證。大同大學資訊經營研究所碩士論文。
許純嘉(2004)。組織內工作夥伴支持行為與員工創造力之研究。國立中央大學企業管理研究所碩士論文。
彭台光、高月慈、林鉦棽(2006)。管理研究中的共同方法變異:問題本質、影響、測試和補救。管理學報,23卷,1期,77-98。
黃河川(2002)。企業工作委外程度之影響因素分析-以國內生物科技廠商為例。國立成功大學工業管理研究所碩文。
黃雯蓉(2001)。組織特性與工作特性對員工創造力的影響—以行銷相關工作為例。國立成功大學企業管理學系碩士論文。
董玉娟(1990)。工作-家庭衝突、組織社會化對離開現職傾向影響之研究:以台商派駐大陸已婚員工為例。國立中山大學企業管理研究所博士論文。
劉超平(2003)。組織政治知覺前因模型之實證研究-以服務性大型組織為例。國立中山大學人力資源管理研究所碩士在職專班論文。
謝宜栴(2006)。師徒功能對壽險業務人員工作績效的影響:職場個人學習為中介效果。國立中正大學成人及繼續教育所碩士論文。
顏翠玲(2008)。師徒互動歷程及結果之探討。國立高雄應用科技大學人力資源發展系暨研究所碩士在職專班論文。
網路資料參考文獻
江逸之、彭昱融。新三國演繹 決戰教導力。天下雜誌網。民國98年6月28日,取自:http://seroct2005.pixnet.net/blog/post/24379040
師徒制 跨部門異子而教。Yes123求職網。民國98年6月28日。取自:http://www.yes123.com.tw/admin/hr/hr_corp_ex.asp?hr_news_id=20080718141855_9953576
EMBA雜誌編輯部。在公司推行師徒制(民國98年4月9日)。EMBA線上雜誌。民國98年6月29日取自:http://www.emba.com.tw/ShowArticleCon.asp?artid=7276
工作忠誠度會改變,但導師制的價值不會(民國96年6月20日)。沃頓知識在綫人力資源管理。民國98年6月29日取自:http://www.knowledgeatwharton.com.cn/index.cfm?fa=viewArticle&articleID=1653

MBA智庫百科。目標設定理論。民國98年6月30日取自:http://wiki.mbalib.com/w/index.php?title=%E7%9B%AE%E6%A0%87%E8%AE%BE%E5%AE%9A%E7%90%86%E8%AE%BA&variant=zh-tw

英文文獻
Allen, T. D. (2003). Mentoring others: A dispositional & motivational approach. Journal of Vocational Behavior,62, 134-154.
Allen, T. D. (2004). Protégé selection by mentors: Contributing individual & organizational factors. Journal of Vocational Behavior, 65, 469-483.
Allen, T. D., & Eby, L. T. (2003). Relationship Effectiveness for Mentors: Factors Associated with Learning & Quality. Journal of Management, 29(4), 469-486.
Allen, T. D., Eby, L. T., O’Brien, K. E., & Lentz, E. (2008).The state of mentoring research: A qualitative review of current research methods & future research implications. Journal of Vocational Behavior, 73(3), 343-357.
Allen, T. D., Eby, l. T., Poteet, M. L., & Lentz, E. (2004). Career benefits associated with mentoring for protégés: A meta-analysis. Journal of Applied psychology, 89(1), 127-136.
Allen, T. D., Poteet, M. L. & Burroughs, S. M. (1997). The Mentor’s Perspective: A Qualitative inquiry & Future Research Agenda. Journal of Vocational Behavior, 51, 70-89.
Allen, T. D., Poteet, M. L., Russell, E. A., & Dobbins, G. H. (1997). A Field Study of Factors Related to Supervisors’ Willingness to Mentor Others. Journal of Vocational Behavior, 50, 1-22.
Allen, T. D., Russell, J. E. A., & Maetzke, S. B. (1997). Formal Peer Mentoring. Group & Organization Management, 22(4), 488-507.
Barbuto, Jr. J. E., & Moss, J. A. (2006). Dispositional effects in intra-organizational Influence Tactics: A Meta-Analytic Review. Journal of Leadership & Organizational Studies, 12(3), 30-52.
Barney, J. B., & Lawrence, B. S. (1989). Pin stripes, power, ties, & personal relationships: The economics of career strategy. In Arther, M. B., Hall, D. T., & Lawrence, B. S. (Eds.). Handbook of career Theory. Cambridge University Press, Cambridge.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, & statistical consideration. Journal of Personality & Social Psychology, 51(6), 1173-1182.
Barry, B., & Bateman, T. (1992). Perceptions of Influence in Managerial Dyads: The Role of Hierarchy, Media, & Tactics, Human Relations, 45, 555 574.
Bass, B. M. (1985). Leadership & performance beyond expectations. New York: Free Press.
Bass, B. M. (1990). Handbook of leadership: A survey of theory & research. New York: Free Press.
Belsley, D. A., Kuh, E., Welsch, R. E. (1980). Regression diagnostics: Identifying influential data & sources of collinearity. New York: John Wiley.
Broadbridge, A. (1998). Mentoring in retailing: a tool for success? Personnel Review. Vol. 28, No. 4. pp.336-355.
Case, T., Dosier, L., Murkinson, G., & Keys, B. (1988). How managers influence superiors: A study of upward influence tactics. Leadership & Organizational Development Journal, 9(4), 25-31
Chao, G. T. (1997). Mentoring phases & outcomes. Journal of vocational behavior. Vol. 51, pp.15-28.
Chao, G. T., Walz, P.M., & Gardner, P. D. (1992). Formal & informal mentoringships: A comparison on mentoring functions & contrast with nonmentored counterparts. Personnel Psychology, 45(3), 619-636.
Chao, G. T., Walz, P.M., & Gardner, P. D. (1992). Formal & informal mentorships: A comparison on mentoring functions & contrast with nonmentored counterparts. Personnel Psychology, 45( 3), 619-636.
Clinard, L. M.. & Ariav, T. (1998). What Mentoring Does foe Mentors: a cross-cultural perspective. European Journal of Teacher Education, 21(1), 91-108.
Clutterbuck, D. (1991). Everyone Needs A Mentor: Fostering Talent at Work, 2nd ed., Institute of Personnel Management, London.
Collins, P. M. (1994). Does Mentorship among Social Workers Make a Difference? An Empirical Investigation of Career Outcomes. Social Work, 39 (4), 413-419.
Crosby, L. A., Evans, K. R., & Cowles, D. (1990). Relationship quality in services selling: An interpersonal influence perspective. Journal of Marketing, 54, 68-81.
Davidson, M. J., & Cooper, C. L. (1993). An overview, in Davidson, M. J., & Cooper, C. L. (Eds.). European Women in Business & Management, Paul Chapman, London.
Day, R., & Allen, T. D. (2004). The relationship between career motivation & self-efficacy with protégé career success. Journal of Vocational Behavior. 64, 72-91.
Dosier, L., Case, T., & Keys, B. (1988). How managers influence subordinates: An empirical study of downward influence tactics. Leadership & Organizational Development Journal, 9(5), 22-28.
Dreher, G. F., Ash, R. A.. (1990). A comparative study of mentoring among men & women in managerial professional, & technical positions. Journal of Applied Psychology, 75(5), 539-546.
Eby, L. T., Durley, J. R., Evans, S. C., & Ragins, B. R. (2006). The relationship between short-term mentoring benefits & long-term mentor outcomes. Journal of Vocational Behavior, 69. 424-444.
Eby, L. T., Lockwood, A. (2005). Proteges’ & mentors’ reactions to participating in formal mentoring programs: A qualitative investigation. Journal of Vocational Behavior, 67, 441-458.
Eby, L. T., Lockwood, A. L., & Butts, M. (2006). Perceived support for mentoring: A multiple perspectives approach. Journal of Vocational Behavior, 68, 267-291.
Eby, L.T., Allen, T. D., Evans, S. C., Ng, T., & Dubois, D. L. (2008). Does mentoring matter? A multidisciplinary meta-analysis comparing mentored & non-mentored individuals. Journal of Vocational Behavior, 72. 254-267.
Erez, M., & Rim, Y. (1982). The Relationship Between Goals, Influence Tactics, & Personal & Organizational Variables. Human Relations, 35(10), 871-878.
Fagenson, E. A. (1989). The mentor advantage: perceived career/job experiences of protégés versus non-proteges. Journal of Organizational Behavior, 10(4), 309-320.
Falbe, C. M., & Yukl, G. (1992). Consequences for managers of using single influence tactics & combinations of tactics. Academy of Management Journal, 35(3), 638-652.
Farmer, S. M., & Maslyn, J. M. (1999). Why are styles of upward influence neglected? Making the case for a configurational approach to influences. Journal of Management, 25(5), 653-682.
Farmer, S. M., Maslyn, J. M., Fedor, D. B., & Goodman, J. S. (1997). Putting upward influence strategies in context. Journal of Organizational Behavior, 18, 17-42.
Fenn, M., & Head, G. (1965). Upward Communication: The Subordinate’s Viewpoint. California Management Review, 75-80.
Ferris, G. R., Russ, G. R., & Fandt, P. M. (1989). Politics in organizations. In Impression Management in the Organization. 143-170. Hillsdale, NJ: Lawrence Erlbaum
Fornell, C. & D. F. Larcker (1981). Evaluating Structural Equation Models with Unobservables & Measurement Error. Journal of Marketing Research, 18, 39-50.
Fornell, C., & Larcker, D. (1981). Structural equation models with unobservable variables & measurement error. Journal of Marketing Research. 18(1), 39-50.
Fu, P.P., Peng, T. K., Kennedy, J. C., & Yukl, G. (2004). A Comparison of Chinese Managers in Hong Kong, Taiwan & Mainl & China. Organizational Dynamics. 33(1), 32-46.
Gentry, W. A., Weber, T. J., & Sadri, G. (2008). Examining career-related mentoring & managerial performance across cultures: A multilevel analysis. Journal of Vocational Behavior. 72, 241-253.
Godshalk, V. M., & Sosik, J. J. (2000). Does Mentor-Protégé agreement on mentor leadership behavior influence the quality of a mentoring relationship? Group & Organization management. 25(3), 291-317.
Graen, G., & Gisburg, S. (1977). Job resignation as a function of role orientation & leader acceptance: A longitudinal investigation of organizational assimilation. Organizational Behavior & Human Performance, 19, 1-17.
Hair, Jr. J. F, Black, W. C., Babin, B. J., &erson, R. E. (2005). Multivariate data analysis (6th ed.). New Jersey: Prentice-Hall, Inc.
Hair, Jr. J. F., &erson, R. E., Tatham, R. L. & Black, W. C. (1995). Multivariate data analysis with readings (2nd ed.). New Jersey: Prentice-Hall, Inc.
Higgins C. A., Judge, T. A., & Ferris, G. R. (2003).Influence tactics & work outcomes: a meta-analysis. Journal Of Organizational Behavior, 24, 89-106.
Higgins, C. A., Judge, T. A., & Ferris, G. R. (2003). Influence tactics & work outcomes: a meta-analysis. Journal of Organizational Behavior, 24, 89-106.
Jablin, F. M. (1987). Organizational assimilation, entry and exit. In F. M. Jablin, L. L. Putnam, K. H. Roberts, & L. W. Porter (Eds.), Handbook of organizational communication (pp. 679-740). Newbury Park, CA: Sage.
Jones, C. (2002). Signaling Expertise: How Signals Shape Careers in Creative Industries. In Peiperl, M.A., Arthur, M.B., & Anand, N. (Eds), Career Creativity Explorations in the Remaking of Work.(pp. 209-228). Oxford University Press, Oxford.
Kacmar, K.M., Ferris, G. R., (1993). Politics at work: Sharpening the Focus of Political Behavior in Organizations, Business Horizons, 36, 70-74.
Katz, R. (1980). Time & work: Toward an integrative perspective. In B. M. Staw & L. L. Cummings(Eds.), Research in organizational behavior (Vol. 2, pp.81-128). Greenwich, CT: JAI Press.
Kipnis, D. , Schmidt, S. M., & Wilkinson, I. (1980). Intraorganizational Influence Tactics: Explorations in Getting One’s Way. Journal of Applied Psychology. 65(4), 440-452.
Kipnis, D., & Schmidt, S. M. (1988). Upward-Influence styles: Relationship with Performance Evaluations, Salary, and Stress. Administrative Science Quarterly, 33, 528-542.
Kipnis, D., Schmide, S. M., Swaffin-Smith., C., & Wilkinson, I. (1984). Patterns of Managerial Influence: Shotgun Managers, Tacticians, and Bystanders. Organizational Dynaics. 58-67.
Kipnis, D., Schmidt, S. (1985). The language of persuasion. Psychology Today, 4:40-4.
Kline, R. B. (1998). Principles and practice of structural equation modeling. New York: Guilford Press.
Kram, K. E. (1985). Improving the Mentoring Process. Training and Development Journal, 40-43.
Kram, K. E. (1985). Mentoring at work: Developmental relationships in organizational life. Glenview. IL: Scott, Foresman.
Lankau, M. J., & Scandura, T. A.(2002). An investigation of personal learning in mentoring relationship: Content, antecedent, and consequences. Academy of Management Journal, 45, 779-790.
Latib, M. A. S. (1989). The relative importance of personal, relational, and perceived target attributes in determining upward influence strategies in superior-subordinate interaction. Dissertation Abstracts International, 50, 04a.
Locke, E. A. (1976). The ubiquity of the Technique of goal setting in theories of and approaches to employee motivation. Academy of management review, 594-601.
Mullen, E. J., & Noe, R. (1999). The mentoring information exchange: when do mentors seek information from their protégés? Journal of Organizational Behavior. 20, 233-242.
Myers, R. (1990). Classical & modern regression with applications (2nd ed.). Boston: Duxbury Press.
Nunnally, J. (1978). Psychometric Theory (2d ed). New York: McGraw-Hill.
Orpen, C. (1995). The effects of mentoring on employees’ career success. Journal of Social Psychology, 135, 667-668.
Parise, M. R., & Forret, M. L. (2008). Formal mentoring programs: The relationship of program design & support to mentors’ perceptions of benefits and costs. Journal of Vocational Behavior, 72, 225-240.
Pullins, E. B., & Fine, L. M. (2002). How the performance of mentoring activities affects the mentor’s job outcomes. Journal of Personal and Selling sales Management. XXII(4), 259-271.
Raabe, B., & Beehr, T. A. (2003). Formal mentoring versus supervisor & coworker relationships: differences in perceptions & impact. Journal of Organizational Behavior, 24, 271-293.
Ragins, B. R. (1997). Diversified mentoring relationships in organizations: A power perspective. Academy of management Review, 22, 482-521.
Ragins, B. R., & Scandura, T. A. (1999). Burden or blessing? Expected costs & benefits of being a mentor. Journal of Organizational Behavior, 20,493-509.
Ragins, B. R., & Verbos, A. K. (2006). Positive Relationships in Action: Relational Mentoring and mentoring Schemas in the Workplace. In Ragins, B. R., & Dutton, J. E.(Ed).Exploring Positive Relationships at work(pp91-116). Routledge.
Ragins, B. R., Cotton, J. L., & Miller, J. S. (2000). Marginal mentoring: The effects of type of mentor, quality of relationship, & program design on work & career attitudes. Academy of Management Journal, 43(6), 1177-1194.
Rao, A., Schmidt, S. M., & Murray, L. H. (1995). Upward Impression Management: Goals, Influence Strategies, & Consequences. Human Relations, 48(2), 147-158.
Scandura, T. A. (1992). Mentorship & career mobility: An empirical investigation. Journal of Organizational Behavio, 13, 169-174.
Scandura, T. A., & Williams, E. A. (2004). Mentoring & transformational leadership: The role of wupervisory career mentoring. Journal of Vocational Behavior, 65, 448-468.
Scandura, T. A., Tejeda, M. J., Werther, W. B., & Lankau, M. J. (1996). Perspectives on mentoring. Leadership & Organization Development Journal. 50-56.
Schermerhorn Jr., J. R., & & Bond., M. H. (1991). Upward and downward influence tactics in managerial networks: A comparative study of Hong Kong Chinese and Americans. Asia Pacific Journal of Management, 8(2), 147-158.
Schilit, W. K. & Locke, E. A. (1982). A Study of Upward Influence in Organizations. Administrative Science Quarterly. 27, 304-316.
Schriesheim, C. A., & Hinkin, T. R. (1990). Influence Tactics Used by Subordinates: A Theoretical & Empirical Analysis & Refinement of the Kipnis, Schmidt, & Wilkinson Subscales. Journal of Applied Psychology. Vol 75, No.3, 246-257.
Schrieshiem, C. A., & Tepper, B. J. (1989). Interpersonal influence tactics in organizations: Content-analytic and experimental investigations. Unpublished manuscript, University of Miami, Department of Management, Coral Gables.
Seibert, S. (1999). The effectiveness of facilitated mentoring: A longitudinal Quasi-Experiment. Journal of Vocational Behavior, 54, 483-502.
Spencer, R. (2007). Naturally occurring mentoring relationships involving youth, In T. D. Allen & L. T. Eby (Eds.). Blackwell handbook of mentoring (pp.98-118). Oxford: Blackwell.
Tabchnick, B. G., & Fidell, L. S.(2007). Using Multivariate Statistics(5th Ed.). Needham Heights, MA: Allyn & Bacon.
Tacq, J. (1997). Multivariate Analysis Techniques in Social Science Research. London: SAGE.
Tedeschi, J. T., Schlenker, B. R. & Bonoma, T. V. (1973). Conflict, power & Games: The Experimental Study of Interpersonal Relations. Aldine Publishing Company, Chicago.
Tepper, B. J. (1995). Upward maintenance tactics in supervisory mentoring & nonmentoring relationships. Academy of Management Journal. 38(4), 1191-1205.
Tepper, B. J., Moss, S. E., Lockhart, D. E., & Carr, J. C. (2007). Abusive supervision, upward maintenance communication, and subordinates’ psychological distress. Academy of Management Journal. 50(5), 1169-1180.
Thomas, D. A, (1993). Racial dynamics in cross-race developmental relationships. Administrative Science Quarterly, 38: 169-194.
Turban, D. B. (1994). Role of Protégé personality in receipt of mentoring & career success. Academy of Management Journal, 37(3), 688-702.
Van Knippenberg, B., & Steensma, H. (2003). Future Interaction Expectation and the Use of Soft and Hard Influence Tactics. Applied Psychology: An International Review, 52 (1), 55-67.
Van Knippenberg, B., Van Knippenberg, D., Blaauw, E., & Vermunt, R. (1999). Relational considerations in the use of influence tactics. Journal of Applied and Social Psychology, 29, 806-819.
Waldron, V. R. (1991). Achieving communication goals in superior-subordinate relationships: The multi-functionality of upward maintenance tactics. Communication monographs, 58(3), 289-306.
Waldron, V. R., Hunt, M. D., & Dsilva, M. (1993). Towards A threat Management Model of Upward Communication: A Study of Influence & maintenance Tactics in the Leader-Member dyad. Communication Studies, 44,3-4.
Wallace, J. E. (2001). The Benefits of Mentoring for Female Lawyers. Journal of Vocational Behavior, 58, 366-391.
Wanberg, C. R., Kammeyer-Mueller, J. & Marchese, M. (2006). Mentor & protégé predictors & outcomes of mentoring in a formal mentoring program. Journal of Vocational Behavior, 69, 410-423.
Wang, S., Noe, R.A., Wang, Z. M., Greenberger, D.B., (2009). What affects willingness to mentoring the future?An investigation of attachment styles and mentoring experiences. Journal of Vocational Behavior, 74, 245-256.
Wayne, S. J., Liden, R. C., Kraimer, M. L. & Graf, I. K. (1999). The role of human capital, motivation & supervisor sponsorship in predicting career success. Journal of Organizational Behavior, 20, 577-595.
Wentl&, D. (2006). The strategic training of employees model: Balancing Organizational constraints and training content. In Mello, J. A.(Ed). Strategic human resource management, 436. South-Western
Wilson, J. A., & Elman, N. S. (1990). Organiational benefits of mentoring. Academy of Management Executive. Vol. 4, No. 4, 88-94
Wright, R. G., & Werther, W. B. Jr. (1991). Mentors at work, The Journal of Management Development, 10(3), 25-32.
Young, A. M., & Perrewe, P. L. (2000). What did you expect? An examination of career-related support & social support among mentors & protégés. Journal of Management. 26(4), 611-632.
Young, A. M., & Perrewe, P. L. (2004). The Role of Expectations in the Mentoring Exchange: An Analysis of Mentor & Protégé Expectations in Relation to Perceived Support. Journal of Managerial Issues, 103-126.
Yukl, G. (1989). Leadership in organizations. Englewood Cliffs, NJ: Prentice-Hall.
Yukl ,G.A.(1994). Leadership in organizations(3th ed). Englewood Cliff, New York:Prentice Hall.
Yukl, G., & Falbe, C. M. (1990). Influence Tactics & Objectives in Upward, Downward, & Lateral Influence Attempts. Journal of Applied Psychology, 75(2), 132-140.
Yukl, G., & Tracey, J. B. (1992). Consequences of Influence Tactics Used with Subordinates, Peers, and Boss. Journal of Applied Psychology. 77(4), 525-535.
Yukl, G., Chavez., C. & Seifert, C. F. (2005). Assessing the construct validity and utility of two new influence tactics. Journal of Organizational Behavior, 26, 705-725.
Yukl, G., Falbe, C. M. & Youn, J. Y. (1993). Patterns of Influence Behavior for Managers. Group & Organization Management, 18(1), 5-28.
Yukl, G., Kim, H., & Chavez, C. (1999). Task Importance, Feasibility, & Agent Influence Behavior as Determinants of Target Commitment. Journal of Applied Psychology, 84(1), 137-143.
Yukl, G., Kim, H., & Falbe, C. M. (1996). Antecedents of Influence Outcomes. Journal of Applied Psychology. 81(3), 309-317.
Yukl., G., Guinan, P. J., & Sottolano, D. (1995). Influence Tactics Used for Different Objectives With Subordinates, Peers, & Superiors. Group & Organization Management. 20(3), 272-296.
Zhou, J., George, J. M. (2001). When Job Dissatisfaction Leads to Creativity: Encouraging the Expression of Voice. Academy of Management Journal, 44(4), 682-696.
Mertz, N. T., Welch, O. M., & Henderson, J. (1988). Mentoring for top management : How sex difference affect the selection process. International Journal of Mentoring, 2(1), 34-39.
Janasz, S. C., Sullivan, S. E., & Whiting, V. (2003). Mentor networks for career success: Lessons for turbulent times. Academy of Management Executive, 17, (4) 78-91.
Wayne, S. J., Liden, R. C., Kraimer, M. L., & Graf, I. K. (1999).The role of human capital, motivation and supervisor sponsorhip in predicting career success. Journal of Organizational Behavior, 20, 577-595.
Whitely, W., Dougherty, T. W., & Dreher, G. F. (1991). Relationship of career mentoring and socioeconomic origin to managers’ and professionals’ early career progress. Academy of Management Journal, 34, 331-351.
Tepper, B. J., Eisenbach, R. J., Kirby, S. L., & Potter, P. W. (1998). Test of a Justic-Based Model of Subordinates’ Resistance to Downward Influence Attempts. Group & Organization Management, 23(2), 144-160.
Xin, K. R., & Tsui, A. S.(1996). Different Strokes for different folks? Influence Tactics by Asian-American and Caucasian-American Managers. Leadership Quarterly, 7(1), 109-132.
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