在台灣經濟發展過程中,工具機產業是所有工業之基礎,且我國工具機產業在國際市場上一直居主要供應商地位,出口值從1999年的374億新台幣,提升至2007年的1140億新台幣,2008年更躍居為全球第十大供應國;在工具機產業中,師徒制訓練是知識移轉的重要方式,然國內就師徒制與知識移轉之研究卻十分有限,故本研究旨在探討師徒制訓練與知識移轉的動機及成效進行探討。 本研究以台中縣市工具機廠商為主要對象進行問卷調查。研究結果顯示,「指導者」於知識分享的動機與成效較「被指導者」高;「被指導者」在知識吸收的動機與成效均明顯偏低。個別員工同時具「指導者」與「被指導者」身分,其知識移轉動機及成效均不如僅具單一身份之員工,究其原因,實因工作責任及壓力大,且薪資明顯偏低。
In Taiwan's economic development, the machine tool industry is the base of all industries. And Taiwan is also a major machine tool supplier in the international market. The export value of machine tool industry in 1999 is 37.4 billion NT. In 2007, the export value increased to 114 billion NT. Until 2008, Taiwan machine tool industry ranked the top ten supplier in the world. In machine tool industry, mentoring training has always been an important way for knowledge transfer. Although little is known the effects of mentoring training on the relationship between the motives and results of the knowledge transfer. Therefore, this study tries to explore the influence of mentoring training on knowledge transfer. This study option the machine tool manufacturers in Taichung county and city for the main target to conducting a questionnaire survey. The results found, "mentor" in the motives and effects of knowledge sharing is better than " protégé ". " Protégé " in the motives and effects of knowledge absorption are significantly lower than "mentor". The results showed, individual staff both have "mentor" and " protégé " identity in the motives and effects of knowledge transfer is poorer than only have single identity employees. This is due to responsibility and pressure of work and low salary.