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研究生:尹恩絲
研究生(外文):Ines Maria Dax
論文名稱:師徒制對員工職涯高原的影響: 以員工工作滿意度和情緒耗竭為中介作用
論文名稱(外文):Linking Mentoring to Career Plateau: The Mediating Roles of Job Satisfaction and Emotional Exhaustion
指導教授:高國揚
指導教授(外文):Kao,Kuo-Yang
口試日期:2017-02-22
學位類別:碩士
校院名稱:國立交通大學
系所名稱:企業管理碩士學程
學門:商業及管理學門
學類:企業管理學類
論文出版年:2017
畢業學年度:105
語文別:英文
論文頁數:38
中文關鍵詞:師徒制職業功能社會心理支持角色模範功能工作滿意度情緒耗竭職涯高原
外文關鍵詞:Career mentoringPsychosocial mentoringRole mentoringJob satisfactionEmotional exhaustionCareer plateau
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本研究以工作要求-資源模型(Job Demands-Resources model)為理論依據,探討師徒功能(職業功能、社會心理支持、角色模範功能),工作滿意度,情緒耗竭,和職涯高原之間的關聯性,並進一步探討工作滿意度和情緒耗竭在師徒功能和職涯高原之間是否扮演中介角色。以問卷調查和採用階層回歸模型作為研究假設檢驗,針對362位徒弟(Protegé)進行問卷調查分析。研究結果發現師徒制中的職業功能、社會心理支持和角色模範功能扮演徒弟在工作滿意度的重要角色。此外,師父給予職業為主的教導和透過本身的模範功能可減低徒弟工作上的情緒耗竭。本研究也發現工作滿意度和情緒耗竭僅在師徒制中的職業功能和職涯高原之間有中介效果。此結果顯示當徒弟能夠獲得較高的工作滿意度和減少經驗情緒耗竭的機會當徒弟從師傅中得到較多職場上的知識和技能的教導,因此減低面臨職涯高原的可能性。本研究提供重要後續在師徒制和員工工作上相關福祉的研究建議。
The current study investigated the relationships among of the mentoring functions (career mentoring, psychosocial mentoring and role mentoring), job satisfaction, emotional exhaustion, and career plateau based upon the Job Demands-Resources (JD-R) theory perspective. Specifically, I examined the mediating role of job satisfaction and emotional exhaustion, individually, on the relationship between mentoring functions and career plateau. The hierarchical regression model was used to test the hypotheses in a sample of 362 participants. The results found that the mentoring functions of career mentoring, psychosocial mentoring, and role modeling were positively related to job satisfaction. In addition to that, career mentoring and role modeling were found to be associated with emotional exhaustion. Only the relationship between career mentoring and career plateau was found to be mediated by job satisfaction and emotional exhaustion, which indicates that protégés who received more career-related guidance from their mentors would be more satisfied with their work and less likely to experience fatigue, thus decreasing the likelihood of experiencing career plateau. The findings provide important implications for future research on mentoring and employee work-related outcomes.
Chinese Abstract……………………………………………………………i
English Abstract……………………………………………………………ii
Acknowledgment ……………………………………………………………iii
Table of Contents …………………………………………………………iv
List of Tables and Figures ……………………………………………v
I. Introduction ………………………………………………………1
II. Method ………………………………………………………………9
III. Result ……………………………………………………………11
IV. Discussion ………………………………………………………15
References……………………………………………………………………20
Appendix ………………………………………………………………………30
Autobiography………………………………………………………………38
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Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E., & Lima, L. (2004). Career benefits associated with mentoring for protégés: a meta-analysis. Journal of applied psychology, 89(1), 127. doi: 10.1037/0021-9010.89.1.127
Allen, T. D., Eby, L.T. (2004). Factors related to mentor reports of mentoring functions provided: gender and relational characteristics. Sex Roles, 50 (1/2), 129-139. doi: 10.1023/B:SERS.0000011078.48570.25
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. doi: 10.1006/jvbe.1998.1674
Allen, T. D., Poteet, M. L., & Russell, J. E. A. (1998). Attitudes of managers who are more or less career plateaued. Career Development Quarterly, 47, 159-172. doi: 10.1002/j.2161-0045.1998.tb00549.x
Bakker, A. B., & Demerouti, E. (2007).The job demands–resources model: State of the art. Journal of managerial psychology, 22(3), 309-328. doi: 10.1108/02683940710733115
Baugh, S. G., & Sullivan, S. E. (2005). Mentoring and career development. Career Development International, 10 (6/7), 425-428. doi: 10.1108/13620430510620520
Bilimoria, D., Perry, S. R., Liang, X., Stoller, E. P., Higgins, P., & Taylor, C. (2006). How do female and male faculty members construct job satisfaction? The roles of perceived institutional leadership and mentoring and their mediating processes. The Journal of Technology Transfer, 31(3), 355-365. doi: 10.1007/s10961-006-7207-z
Bova, B. M., & Phillips, R. R. (1982). The Mentoring Relationship as an Educational Experience. Paper presented at the National Conference of the Adult Education Association of the USA (San Antonio, TX, November 1982).
Brayfield, A. H., & Rothe, H. F. (1951). An index of job satisfaction. Journal of Applied Psychology, 35, 307-311. doi: 10.1037/h0055617
Briggs, E., Jaramillo, F., & Weeks, W. A. (2011). Perceived barriers to career advancement and organizational commitment in sales. Journal of Business Research, 65, 937-943. doi:10.1016/j.jbusres.2011.05.004
Burke, R.J. (1989). Examining the career plateau: Some preliminary findings. Psychological Reports, 65, 295-306. Doi: 10.2466/pr0.1989.65.1.295
Castro, S. L., Terri, A., & Williams, E. A. (2004). Validity of Scandura and Ragins' (1993) Multidimensional Mentoring Measure: An Evaluation and Refinement. Management Faculty Articles and Papers. Paper 7.
Chao, G. T. (1990). Exploration of the conceptualization and measurement of career plateau: A comparative analysis. Journal of Management, 16(1), 181-193. doi: 10.1177/014920639001600113
Chao, G. T., Walz, P. M., & Gardner, P. D. (1992). Formal and informal mentorships: A comparison on mentoring functions and contrast with nonmentored counterparts. Personnel Psychology, 45, 619-636. doi: 10.1111/j.1744-6570.1992.tb00863.
Corzine, J., Buntzman, G., & Busch, E. (1994). Mentoring, downsizing, gender and career outcomes. Journal of Social Behavior and Personality, 9(3), 517-528.
Day, R., & Allen, T. D. (2004). The relationship between career motivation and self-efficacy with protégé career success. Journal of Vocational Behavior, 64(1), 72-91. doi: 10.1016/S0001-8791(03)00036-8
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