師徒性別配對與師徒功能及其後果變項關聯性之研究

A Study on the Relationships among Gender Composition, Mentoring Functions, and Related Work Outcomes

卓筱淇(Hsiao-Chi Chuo)

指導教授 ： 吳美連

中原大學/商學院/企業管理研究所/碩士(2003年)

https://doi.org/10.6840/cycu200300077

摘要

論文摘要
師徒關係(mentoring)被定義為一種在資深員工與資歷較淺的員工之間工作經驗的交流。而性別卻是師徒關係中最複雜因素。
綜觀先前的研究大多單獨從師父或徒弟的性別所產生的結果作為檢驗，而未考慮師徒性別配對所造成的影響。因此,本研究以企業經理人士及專業人士為實證對象,共得327份有效問卷,經由統計分析之後,歸納出下列四項重要的研究結論:
（1）同質師徒配對中,徒弟認知其師徒功能顯著高於異質師徒配對中的徒弟。尤其是男師-男徒配對的徒弟在職涯發展功能的認知上顯著高於其他師徒配對
（2）師徒功能與工作滿足有顯著正相關,表示徒弟認知師徒功能愈高,則其工作滿足感愈高。
（3）師徒功能與離職傾向之間並無顯著相關,僅有心理支持功能與徒弟經常尋找其它的工作的行為具有顯著負向相關,表示心理支持功能愈高,徒弟尋找其它工作的可能性就會降低。
（4）師徒性別配對對於整體工作滿足而言無顯著相關,若師徒功能中的心理支持功能與職涯發展功能愈高時,則整體工作滿足愈高。
綜合上述結論,本研究建議企業若實施師徒制,可透過師徒關係達成師徒功能，藉此可以促進工作滿足的提升,但要注意師徒性別的影響。因此，良好的師徒關係可以作為一項管理工具，用來指導和發展員工的職涯。
關鍵字:師徒配對、師徒功能、工作滿足、離職傾向

關鍵字

離職傾向 ； 工作滿足 ； 師徒功能 ； 師徒配對

並列摘要

ABSTRACT
Mentorship is an intense exchange of work experiences exchange between an experienced senior colleague（mentor）and a less experienced junior colleague（protégé）。Gender is a complex factor in mentoring relationship.
In view of literatures, most prior research has examined independent main effects of the mentor’s or protégé’s gender without considering the gender composition of the mentoring relationship. This study collects empirical data from the managers and professionals. A total of 327 completed questionnaires were returned. By statistical analyzing the study has provided four important conclusions as follows：
1. Protégé with mentoring relationships will perceived more mentor functions than those in the diversified mentoring relationships. Especially, male protégés with male mentor report more career development functions than those in the type other of mentoring relationship.
2. Mentoring functions is positively related to job satisfaction. The more mentoring functions that protégé perceived, the higher degree of jobsatisfaction he/she acquired. The Mentor function is positively related to job satisfaction. The result indicated that protégé perceived receiving more mentor functions and protégé would acquire more job satisfaction.
3. There is no significant correlation between mentoring functions and turnover intention.
4. There is no significant correlation between the gender composition of mentoring relationship and job satisfaction.
From these conclusions, this study suggests that mentorships should be encouraged in the business organizations for its remarkeable consequences such as higher job satisfaction and lower turnover rate. However, the gender composition of this mentoring relationship would be an important factor on the results of mentoring.
Keywords：mentoring dyads 、mentor functions、
job satisfaction、turnover intention

並列關鍵字

turnover intention ； mentor functions ； mentoring dyads ； job satisfaction

參考文獻

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