徒弟個人特質、性別角色與師徒關係類型、性別組合對師徒功能影響之研究

Effects of Protégé’s Personal Characteristics, Gender Roles, Forms of Mentoring and Gender Dyads on Mentoring Functions

劉筱寧(Hsiao-Ning Liu)

指導教授 ： 吳美連

中原大學/商學院/企業管理研究所/碩士(2001年)

https://doi.org/10.6840/cycu200100112

摘要

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的功能。現今許多組織皆使用此種關係做為訓練與傳承文化的工具，並且肯定師徒關係對組織及個人的效益，而逐漸開始正視此一重要的課題。

綜觀國內與師徒關係相關之文獻，甚少探討徒弟個人特質、性別角色、師徒關係類型、師徒性別組合對師徒功能關係之研究。為此，本研究以企業經理人士及專業人士為實證對象，共得160份有效問卷，經由統計分析之後，歸納出下列五項重要的研究結論：

(1) 徒弟的年齡愈輕，則認知從師父身上獲得的職能發展與心理支持功能愈多。

(2) 徒弟的內控傾向愈高、情感愈穩定、自主性愈強，則認知從師父身上獲得的師徒功能愈多。

(3) 師徒為直系從屬關係，則徒弟認知獲得較多的職能發展功能，但並未能從中獲得較多的心理支持與角色模範功能。

(4) 在同性的師徒組合中，徒弟認知獲得較多的師徒功能。其中，女性徒弟認知女性師父提供較多軟性的心理支持與角色模範功能；男性徒弟則認知男性師父提功較多的職能發展功能。

(5) 徒弟為中性化性別角色態度者，則認知從師父身上獲得較多的心理支持功能及角色模範。

綜合上述結論，本研究建議企業應在組織中建立師徒關係，透過不同的師徒性別組合來滿足員工在心理、職能發展及角色模範上的支持與需求。並且組織也應瞭解徒弟的個人特質與性別角色態度才能真正落實師徒關係的推展。

關鍵字

師徒關係 ； 個人特質 ； 性別組合 ； 師徒功能 ； 性別角色

並列摘要

Mentorship is an intense interpersonal exchange between a senior experienced colleague (mentor) and a less experienced junior colleague (protégé) in which the mentor provides psychosocial support, career support and role modeling. Now more and more organization use this relationship to training and deliver organization’s culture and recognized the value of mentorship, and take it as an important topic in management.

In view of literatures about mentoring in Taiwan, the systematic research on the relationship of protege’s personal characteristics, gender roles, forms of mentoring and gender dyads on mentoring functions is insufficient. This study collects empirical data from the managers and professionals. A total of 160 completed questionnaires were returned. By statistical analyzing this study has provided five important conclusions as follows：

(1) This result indicated that younger protégé was perceived to receive more career support and psychosocial support from his mentor.

(2) This result indicated that protégé who is internals, emotional stability and high-act on his own was perceived to receive more mentoring functions from his mentor.

(3) In homogeneous mentoring relationships, protégé was perceived to receive more mentoring functions. Specifically, female protégé was perceived to receive more psychosocial support and role modeling from female mentor；male protégé was perceived to receive more career support from male mentor.

(4) The protégé who is androgyny, was perceived to receive more psychosocial support and role modeling from mentor.

From these conclusions, this study is suggestive of business should establish mentorship in the organization, and use different gender dyads to satisfy people need. And business also should understand protégé’s personal characteristics and gender roles that can help to push this relationship.

並列關鍵字

personal characteristics ； mentoring functions ； gender roles ； gender dyads

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