師徒功能對工作-家庭衝突影響之研究

A Study of The Influence of Mentor Function on The Work-family Conflict

滕慧敏(Hui-Min Teng)

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/cycu200300518

摘要

由於女性大量投入就業市場，家庭型態有了多樣化的轉變，雙生涯家庭型態取代了傳統的家庭結構，夫妻雙方在職場上都有很好的發揮空間，男性因女性兼具多重角色，而相對的也必須負擔家務。在時間和精力有限的情況下，工作與家庭角色無法取得平衡，產生衝突在所難免。以往許多研究結果證實了來自於上司、同僚、配偶、家人等的社會支持可以有效的降低工作－家庭衝突（分為工作→家庭衝突、家庭→工作衝突），而同為社會支持來源之一的「師徒功能」（mentoring relationship）卻鮮少被提出來討論。
本研究之目的即在探討師徒功能（包括：職涯功能、社會心理功能、角色模範功能），價值類似度（value similarity between mentor and protege），師父支持性（mentor supportiveness）等與工作－家庭衝突之間的關係，以及其對降低工作－家庭衝突之功效如何？研究對象為已婚、每週工作時數超過二十小時，至少有一未滿十八歲的子女；透過問卷的方式，共計回收611份，其中有效的問卷共209份，我們對其中有師父的171份問卷，進行相關之統計分析。歸納出以下幾項研究結論：
1、 有師父提攜者明顯可以降低家庭→工作衝突，且大部份的受測者仍習於男性師父的「專業」及「權威」而希望師父為男性。
2、 師父的角色模範功能對衝突的兩構面均有顯著相關；社會心理功能及職涯功能則對徒弟的家庭→工作衝突有顯著相關。有顯著相關有顯著相關。
3、 價值類似度可降低家庭→工作衝突，而由性別與價值類似度的交互作用中則發現女性徒弟和師父的價值類似度高，反而增加家庭→工作衝突。
4、 師父支持性對工作－家庭衝突的兩個構面有顯著相關，且師父支持性愈高，則徒弟認知工作－家庭衝突的程度愈高。
5、 在個人變項部份，工作時數愈多對工作－家庭衝突的兩個構面均有顯著影響，服務年資愈長則對工作→家庭衝突影響愈大。而四十六歲以上的受測者可能因為生活負擔減輕而壓力相對降低了。

關鍵字

師徒功能 ； 工作－家庭衝突 ； 價值類似度 ； 支持性師父

並列摘要

For the past four decades in Taiwan we have been through several transformations of our family structure due to high amount of women entering into the job market. Double income resource has replaced the traditional single income resource. Both man and woman try to achieve the best accomplishment in their job so that male needs to share more responsibility at home. Since female needs to take care of both family and job with the limited time and energy some conflicts will be unavoidable. Studies have shown that support from superiors, co-workers, spouse, and family can effectively reduce the conflict for the work-family dyad (both work→family and family→work). One of the potential social supports 「mentoring relationship」has rarely been discussed before. Our study focus on the impact of metoring function (including career function, sociopsychological function, and role model function), value similarity between mentor and protégé, and mentor supportiveness on the work-family conflict. Our study subjects were married women who work more than 20 hours a week, and at least with one child younger 18. Totally 611 questionnaires were received but only 209 of them were valid. We analyzed 171 questionnaires that answered 「have mentor」. Our result showed:
[1] With the help from the mentors the conflict can be reduced, but most subjects preferred to have a male mentor believing male mentors are more “professional” and “authoritative”;
[2] The role model effect of the mentors is significantly affecting the conflict but the sociopsychological function and the career function significantly relate to the protégé’ family→work conflict;
[3] Value similarity between mentor and protégé can reduce the family→work conflict whereas when we investigate the interaction between “value similarity between mentor and protégé” and gender we found out the similarity of the “value similarity between mentor and protégé” between female pupils and their mentors adversely increase the family→work conflict;
[4] The support from the mentor significantly affects both “family→work” and “work→family” conflict, the higher the support from the mentor the better recognition of the work→family conflict of the protégé ;
[5] For individual variables the longer the working hours the higher conflict between job and family. The longer the work experience the higher the influence for the work→family impact. Interestingly, when study subjects reach beyond age of 46 their conflict was reduced due to better financial status.

並列關鍵字

mentoring relationship mentor supportiveness

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