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題 名 | 徒弟個人特質與師徒關係類型對師徒功能影響之研究=Effects of Protege's Personal Characteristics and Relationship Types of Mentoring on Mentoring Functions |
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作 者 | 吳美連; 劉筱寧; | 書刊名 | 中原學報 |
卷 期 | 29:4 2001.12[民90.12] |
頁 次 | 頁361-372 |
分類號 | 172.3 |
關鍵詞 | 個人特質; 師徒關係; 師徒功能; 內控外傾向; 情感穩定性; Personal characteristics; Mentoring functions; Locus of control; Emotional stability; |
語 文 | 中文(Chinese) |
中文摘要 | 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真,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。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,以驗證七個假設,經由統計分析之後,歸納出下列四項重要的研究結論: 一、徒弟的年齡愈輕,則認知從師父身上獲得的整體師徒功能、心理支持功能、職能發展與角色模範功能愈高。 二、徒弟的內控傾向愈高、情感愈穩定,則認知從師父身上獲得的整體師徒功能程度、心理支持功能、職能發展功能與角色模範功能愈高。 三、師徒為直系從屬關係時,員[J徒弟認知獲得較高程度的整體師徒功能與職能發展功能,但並未能從中獲得較高的心理支持與角色模範功能。 四、師徒關係為正式指派峙,員[J徒弟認知獲得較低的整體師徒功能與角色模範功能。 綜合上述結論,本研究建議企業應在組織中鼓勵師徒關係的建立,但並不一定要介入建立的過程,只是從旁協助與滋養,並且組織也應暸解徒弟的個人特質才能真正落實師徒關係的推展。 |
英文摘要 | Relationship 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 organizations use this relationship to train and deliver organization's culture. The value of mentorship has been recognized by both acadernic and practitioners, and is becoming an important topic in management. In view of literatures about mentoring in Taiwan, the systematic research on the relationship of protege's personal characteristics andtypes of mentoring on mentoring functions is insufficient. This study collects empirica1 data from the managers and professionals. A total of 160 completed questionnaires were retumed. Results of statistical analyses are followed: (1)Younger protégé perceived higher degree of ca reer support and psychosocial support from his mentor then older protégé. (2) Protégé who is high in intemal control, more emotionally stable perceived higher degree of mentoring functions from his mentor. (3) Protégé who is in the supervisor-subordinate type of mentorship perceived higher degree of mentoring functions from his mentor then those who is in the other type. (4) Protégé who is in the formal relationship type of mentorship perceived lower degree of mentoring functions from his mentor then those who is in the other type. From these conc1usions, this study suggested that managers should encourage and nurture the development of mentorship in organizations. Managers should also un-' - derstand protégé's personal characteristics in order to better manage the mentor relationship. |
本系統中英文摘要資訊取自各篇刊載內容。