師父的個人特質、組織情境因素對師徒功能影響之研究

A Study on the Effects of Mentor’s Personal Characteristics and Situational Characteristics on Mentoring Relationships

李全福(chuan-fu li)

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/cycu200100097

摘要

本文摘要
師徒關係的建立致使徒弟從師父身上得到社會心理支持、職涯發展支持以及角色楷模等功能。而組織可以將師徒關係的建立作為一種工具，藉此傳承組織內部的知識與技術。
本研究驗證了師父的個人特質（人口統計變數、工作相關變數以及個人心理因素）、組織情境因素（工作上接觸或友誼發展的機會與組織獎酬系統）與師徒功能（社會心理、職涯發展和角色楷模）之間的關係。研究對象為四十五對不限產業類型的師徒組合。經由統計分析之後得到了以下結論：
一、 師父的上進心特質愈高，徒弟獲得的社會心理功能、職涯發展功能愈高。
二、 師父愈具有內控傾向，徒弟獲得的社會心理功能、職涯發展功能以及角色楷模愈高。
三、 組織獎酬系統愈獎勵資深員工協助資淺員工發展，徒弟獲得職涯發展功能愈高。
依此，組織為了建構有效的師徒關係，應該慎選具有上進心、內控傾向之員工擔任師父角色，同時建立獎勵扶助資淺員工之組織系統，以確保資人力資源之有效利用，優質師徒關係得以建立。

關鍵字

師徒功能 ； 組織情境因素 ； 個人特質 ； 師徒關係

並列摘要

Abstract
This study examined the effects of mentor’s personal characteristics （demographic variables, working variables and individual psychological variables）and situational characteristics（opportunities for interaction on the job/opportunities for developing friendship and employee development-linked reward system）on mentoring functions（career function, psychology function and role modeling）. Business organizations nowadays may adopt mentoring system to convey knowledge and technology inside their companies. Furthermore, through mentoring relationship, organization may create and sustain its competitive advantage.
Data of 45 mentor/protégé dyads was collected from different industries. Results of analyses indicated that：
1. Mentor’s characteristic of upward striving was positively related to protégé cognition of career function, psychology function and role modeling of mentoring relationship.
2. Mentor’s internal locus of control was positively related to protégé cognition of career function, psychology function and role modeling of mentoring relationship.
3. The organizational reward system of the assistance in employee development was positively related to protégé cognition of career function, psychology function and role modeling of mentoring relationship.
For effective development of mentoring relationship, organizations should carefully select those who have characteristics of upward striving and internal locus of control to be the mentor of younger employees. At the same time, organizations need to establish the reward system of assisting in employee development to motivate senior employees to become mentors of others.

並列關鍵字

mentoring relationship ； personal characteristics ； mentoring function ； situational characteristics.

參考文獻

4. 劉筱寧，民90，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，私立中原大學企業管理研究所碩士論文。

3. 詹瑜蕙，民89，師徒制與員工生涯發展之研究----以壽險業為例，國立台灣師範大學工業科技教育研究所碩士論文。

1. Allen,T.D., Poteet,M.L., & Burroughs,S.M., (1997). The Mentor’s Perspective：A Qualitative Inquiry and Future research Agenda. Journal of Vocational Behavior, Vol.51, 70-89.

2. Allen,T.D., Poteet,M.L., Russell,J.E.A., & Dobbins,G.H., (1997). A Field Study of Factors Related to Supervisors’ Willingness to Mentor Others. Journal of Vocational Behavior, Vol.50, 1-22.

3. Aryee,S., Chay,Y.W., & Chew,J., (1996). The Motivation to Mentor Among Managerial Employees. Group & Organization Management, Vol.21, No.3, 261-277.