師徒關係是經由資深者與資淺者之間的人際互動交流所產生,藉由此種關係可給予資淺者心理支持、職能發展與角色模範等功能。現今,有許多企業藉由建立師徒關係來提高員工之間的互動機會,多數管理者認為,透過師徒關係的建立能為組織帶來許多好處。 然而,綜觀國內針對師徒關係的研究,大多專注在影響師徒功能的前因變項作一探討,甚少有研究去探討師徒關係所發揮的功能對於員工工作態度與行為的影響。為此,本研究希望從徒弟認知的角度出發,針對徒弟認知師徒功能的程度對其工作態度與工作表現的影響作一探討,來驗證師徒功能對於工作滿足與組織公民行為的影響關係。 本研究以經常有實施師徒制的金融從業人員為實證對象,共得103份有效問卷,經由統計分析之後,歸納出下列項重要的研究結論: (1) 師徒功能認知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。 (2) 師徒功能認知與組織公民行為有顯著正相關,表示徒弟認知師徒功能愈高,則其展現組織公民行為愈多。 (3) 工作滿足與組織公民行為有顯著正相關,表示當員工的工作滿足愈高時,其其展現組織公民行為愈多。 (4) 師徒功能認知確實能夠透過工作滿足的部份中介效果,對組織公民行為產生影響。 綜合上述結論,本研究建議企業應在組織中建立師徒關係,藉由師父指導徒弟的方式,來達成職能發展、心理支持以及角色模範等功能,以提升員工的工作滿足、增加員工展現組織公民行為。另外,要使師徒功能發揮作用,組織管理者也應重視影響員工態度的相關因素與措施,以提升員工的工作滿足,才能進而激發組織公民行為。
Mentorship is an intense interpersonal exchange between a senior experienced colleague (mentor) and a less experienced junior colleague (protégé) in which the mentor provides functions of psychosocial support, career support and role modeling. Nowadays, managers believe that mentorship has great positive influence on the organization. In view of literatures about mentoring in Taiwan, the systematic research on the relationship between mentoring functions and employee’s work outcomes is insufficient. Therefore, this study attempts to investigate the relationship among perceived mentoring functions, job satisfaction and organizational citizenship behavior. This study collects empirical data from employees of the financial industry. A total of 103 completed questionnaires were returned. Results of statistical analyses provided four important conclusions as follows: 1. The mentoring function is positively related to job satisfaction. The more mentoring functions that protégé perceived, the higher degree of job satisfaction he/she acquired. 2. The mentoring function is positively related to organizational citizenship behavior. The more mentoring function that protégé perceived, the higher degree of organizational citizenship behavior he/she behaved. 3. The job satisfaction is positively related to organizational citizenship behavior. The more job satisfaction that protégé perceived, the higher degree of organizational citizenship behavior he/she behaved. 4. Job satisfaction serves as an intervening variable, partially mediates the relationship between perceived mentoring functions and protégé’s organizational citizenship behavior. From these findings, this study provides some suggestions and recommendations. Mainly, business should establish mentorship in the organization to provide mentoring function, and then help their employee to be more satisfied and behave more organizational citizenship behavior.