探討組織支持、導師動機與導師支持提供之關係：檢驗組織公民行為與自我效能感之調節作用

Relationships between Perceived Organizational Support, Mentoring Motivation and Mentoring Provided: Investigating the Moderating Roles of Organizational Citizenship Behavior and Self-Efficacy

陳鴻銘(Hung-Ming Chen)

指導教授 ： 高國揚

國立交通大學/管理學院/管理科學系所/碩士(2018年)

摘要

過去的研究發現：導師支持有助於徒弟的職涯發展與成就，亦即導師提供支持會對徒弟的職涯表現有所影響。本研究探討組織支持、導師的動機與其支持行為之間的關係，也討論組織公民行為與自我效能對此關係的調節效果。研究過程中，針對176位導師進行兩階段的問卷調查。結果顯示：導師對於其角色職責的實現意願，與導師提供支持的程度有正向關係，並中介了組織支持與導師支持行為的關係。除此之外，當導師擁有較高的組織公民行為或自我效能時，兩者皆會強化導師動機與提供支持行為的正向關係。研究限制與未來研究建議也提及於本研究當中。

關鍵字

組織支持 ； 導師動機 ； 導師支持 ； 組織公民行為 ； 自我效能

並列摘要

Accumulated research indicated that receiving mentor support benefits protégés’ career development and success. As such, the extent of support mentors provided impacts protégé career outcomes. The current study examined the relationships between perceived organizational support (POS), motivation to mentor, and mentoring provided. Moreover, this study investigated the moderating roles of organizational citizen behavior and self-efficacy on this relationship. The two-wave data from 176 mentors were collected. The results demonstrated that the POS was related to mentoring motivation, and mentor motivation positively relates to the provision of mentoring support. In addition, the relationship between POS and mentoring support was mediated by mentoring motivation. Furthermore, both organizational citizenship behavior (OCB) and self-efficacy strengthen the relationship between motivation to mentor and mentoring support such that this relationship was more positive when either OCB or self-efficacy is high. Theoretical and practical implications of the findings are discussed.

並列關鍵字

perceived organizational support ； mentoring motivation ； mentoring support ； organization citizen behavior ； self-efficacy

參考文獻

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