師徒功能、組織社會化與組織承諾關聯性之研究—以志願役軍官為實證對象

The Relationships among Mentoring Functions,Organizational Socialization and Organizational Commitment－An Example of Voluntary Military Officers

蔡明洋(Ming-Yang Tsai)

指導教授 ： 吳美連

中原大學/商學院/企業管理學系/碩士(2007年)

https://doi.org/10.6840/cycu200700152

摘要

師徒關係是組織中同輩或資深者與資淺者之間的一種關係，這種關係能提供各種不同發展性質的功能，並幫助資淺者在組織中發展。現今，許多企業紛紛藉由師徒制度的實施，來提高組織的交流互動及經驗傳承。
組織社會化的過程不僅發生在新進員工身上，也同樣會在資深員工身上出現。當社會化的過程使新進成員的個人價值逐漸和組織價值緊密連結時，他們會對組織更具承諾，並且不會輕易離職。
組織承諾是一種員工對組織的態度或傾向，藉由組織承諾可將員工與組織加以連結成一體。大部分的研究指出，組織承諾較高的員工適應力較強、工作滿意度較高且怠工及離職率較低。
本研究以國內的志願役軍官為實證對象，共得364份有效問卷，經由統計分析之後，歸納出下列四項研究結果：
一、志願役軍官對師徒功能的認知與其組織社會化程度有顯著正相關，意即當身為徒弟者所認知的師徒功能愈高時，其組織社會化的程度亦會愈高。
二、志願役軍官組織社會化的程度對其組織承諾有顯著正相關，意即當身為徒弟者的組織社會化程度愈高時，其對組織承諾的認知也會愈高。
三、志願役軍官對師徒功能的認知與其組織承諾有顯著正相關，意即當身為徒弟者所認知的師徒功能愈高時，其組織承諾的認知亦會愈高。
四、師徒功能確實能夠透過組織社會化的中介效果，對組織承諾產生顯著的正向影響。
根據研究結果，並參酌國內外相關實證研究，本研究提出「善用師徒制度的正面效益，塑造國軍軍官正面形象」、「強固單位內直屬上司與部屬間的師徒關係」、「注重在職訓練、落實經管發展」、「正視認知落差、凝聚成員向心」等四項實務建議，期能提供國軍作為組織設計與人力規劃之參考。

關鍵字

組織承諾 ； 組織社會化 ； 師徒功能 ； 師徒關係

並列摘要

ABSTRACT
Mentorship is a kind of relationship that exists either between the compeers and less experienced junior colleague (protégé) or seniors and less experienced. Mentorship can provide various kinds of developed-feature functions and help the less experienced to develop in the organizations. Many enterprises of nowadays improved exchanges of experiences in the organizations by practicing the system of Mentorship.
The process of organizational socialization not only happened to the new employees, but also the seniors. When the process of socialization makes the individual values of the new employed connect gradually with the organizations’, it was found that the new employed would make more commitments to the organizations and wouldn’t quit easily.
Organization commitment is some kind of attitude or tendency that was reacted by employees and organizations. By means of practicing organization commitment, employees can be connected with the organization and become one. It was indicated in most researches that employees would have much adjustability, satisfactory but little slow-down work and resignation under higher organization commitment.
This research is to focus on the domestic voluntary military officers, amount to 364 valid questionaries in returns and generalizied four conclusions as fallows:
1.The voluntary military officers are relative positively to the awareness of mentorship and the degree of organizational socialization.That means the higher the junior colleagues approve of the function of mentorship,the higher degree of approving the organizational socialization they reached.
2.The degree of organizational socialization of voluntary military officers is relative positively to the organization commitment. That means the higher degree of organizational socialization of the junior colleagues, the higher degree of approving the organization commitment they reached.
3. The approval of voluntary military officers in mentorship is relative positively to the organization commitment. The higher the junior colleagues approve of the function of mentorship, the higher degree of approving the organization commitment they reached.
4.The mentorship sure can produce positive effects toward the organization commitment through the intermediary effects of the organizational socialization.
According to the outcome of the research and consultation of foreign and domestic practical research, it submitted four substantial suggestions which are“ To make a good use of benefit of mentorship and form positive image of the military”;“ To strengthen the mentorship between superiors and subordinates”;“ To emphasize in-service training and practice experiential development”and“ To confront cognitive discrepancy and gather the unity of the staffs”.

並列關鍵字

Mentorship relationship ； Organizational socialization ； Organizational commitment ； Mentorship function

參考文獻

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