知覺組織支持、人際信任對知識移轉之研究~以師徒功能為中介變項

The study of Perceived Organizational Support, Interpersonal Trust on Degree of Knowledge Transfer -The Mediating Effect of Mentoring Functions

黃美萍(Mei-Ping Huang)

指導教授 ： 余鑑 ； 于俊傑

國立臺灣師範大學/科技學院/科技應用與人力資源發展學系人力資源碩士在職進修專班/碩士(2011年)

摘要

企業成敗在於人，除了識才惜才外，若沒有教導人才的良師，璞玉也不會變成和氏璧。成功師徒制須由組織支持與師徒間良性互動才可能成功，進而達到師徒間的知識移轉。本研究根據天下雜誌1000大製造業、500大服務業、100大金融業之人力資源從業人員的徒弟問卷，透過量化方式，探討師徒間人際信任、知覺組織支持對知識移轉程度的影響，並驗證師徒功能是否扮演中介角色。
本研究採便利抽樣方式，透過問卷進行實證研究，回收115 份。利用相關分析、多元迴歸分析、獨立樣本t檢定、層級迴歸分析，其研究發現：
1.人際信任對師徒功能有部分正向影響。
2.認知信任對職業發展功能、角色楷模功能及知識移轉程度有正向影響。
3.情感信任對心理支持功能與角色功能有正向影響。
4.人際信任對知識移轉程度有部分正向影響。
5.知覺組織支持對師徒功能有部份正向影響。
6.知覺組織支持對職業發展功能、角色楷模功能、知識移轉程度有正向影響。
7.師徒功能對知識移轉程度有部分正向影響。
8.職業發展功能、角色楷模功能對知識移轉程度有正向影響。
9.師徒功能在人際信任與知識移轉程度扮演中介角色。
10.師徒功能在知覺組織支持與知識移轉程度扮演部份中介角色。

關鍵字

知覺組織支持 ； 人際信任 ； 師徒功能 ； 知識移轉程度

並列摘要

Success or failure of business lies in people. In addition to showing the employers’ recognition and concerns about the recruits, the enterprise culture must be with organizational support, mentoring interpersonal trust established between the mentors and the apprentices through which the latter can learn the successful experience of their masters and turned it into their own experience and wisdom. Only then “an ordinary rough stone can be made a precious piece of jade ornament”. This research is from the point of view of the recruits practicing apprentice system and interpersonal trust and organizational support, to study the extent and influence of knowledge transfer between master and apprentice. It was completed in the form of questionnaire, through quantitative methods, on the 1000 large manufacturers as reported by the Commonwealth Magazine, 500 service, 100 employees in the financial industry and human resources Apprentice. And the study is also to verify whether the mentoring functions play the mediating role in knowledge transfer.
The study used mentor-protégé dyads questionnaires. A total of 250 copies of questionnaires were sent. After screening questionnaires with incomplete answers, the research involves 115. Our response rate is 46%. Using analytic hierarchy, the results are as follows:
1. Interpersonal Trust has some positive influence on Mentoring Functions
2. Cognition-based Trust has positive influence on vocational Career Functions, Role Modeling and Knowledge Transfer
3. Affection-based Trust has significant positive influence on Psychosocial Functions and Role Modeling
4. Interpersonal Trust has some positive influence on degree of Knowledge Transfer
5. Perceived Organizational Support has some significant positive influence on Mentoring Functions
6. Perceived Organizational Support has significant positive influence on Career Function, Role Modeling and degree of Knowledge Transfer
7. Mentoring Functions has some significant positive influence on degree of Knowledge Transfer
8. Career Function, Role Modeling have significant positive influence on degree of Knowledge Transfer
9. Mentoring functions has fully mediating effect between Interpersonal Trust and degree of Knowledge Transfer
10. Mentoring function has partial mediating effect between Perceived Organizational Support and degree of Knowledge Transfer.

並列關鍵字

Perceived Organizational Support ； Interpersonal Trust ； Mentoring Function ； Degree of Knowledge Transfer

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