師徒制在私人企業已有相當的運用與發展,而師徒關係乃是職場學習的重要方式之一,若能藉由師徒功能在公務部門的應用,應有助於提升查核績效。回顧有關師徒制相關文獻與理論,大都先設定各項研究假設,以Pearson積差相關分析、多元或階層迴歸分析、結構方程式模式(SEM)等進行分析,將分析結果用以驗證研究架構的合理性,並檢定各項研究假設,來探討師徒功能對工作滿意、組織承諾、組織公民行為、職場個人學習、員工創新及工作績效等關聯性及影響。 既然師徒功能的實證結果是有利於組織,亦能提升工作績效,且目前大部分企業內部制度亦有實施師徒制,本文結合重要∕表現度分析法(IPA)、修正重要∕表現度分析法(SIPA)及修正績效評估矩陣分析法(PEM)分析方法,針對師徒功能認知之重要度及實際滿意度成對的差異性,從20題項中以在有限資源下找出需改善之題項有3項,並提出改善的策略,作為日後組織實施師徒制的參考。
Mentoring, which is one of the most important ways of career learning in workplace, has been used and developed considerably in private incorporations. If mentoring could be applied to civil service, it will improve the performance of auditing. Reviewing relevant literature and theory, most of which made all kind of research assumptions at first, used Pearson correlation analysis, multiple or hierarchical regression analysis, structural equation modeling (SEM) to analyze rationality of the research framework, and test the various hypotheses. By means of that, we could explore the relevance and impact of mentoring function on job satisfaction, organizational commitment, organizational citizenship behavior, workplace personal learning, employee innovation, work performance and etc. Since the empirical results show that mentoring function is conducive to the organization, it could also improve work performance. Currently, a majority of enterprises have implemented mentoring through internal system. This study makes a breakthrough to integrate IPA, SIPA and PEM to find out the pros and cons and improvement-needed projects based on the difference of the importance of mentoring-function-cognition and actual degree of satisfaction. This will be the guidance of those organizations that designate mentoring as future reference and enhancement.