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| Title: | 公部門師徒制對新進人員工作適應之探討─以立法院速記員為例
A Study on the Work Adaptation of New Entrants by the Mentorship in the Public Sector ─ A Case of The Stenographer in the Legislative Yuan |
| Authors: | 李欣柔
Lee, Hsin-Jou |
| Contributors: | 成之約
Cheng, Chih-Yu
李欣柔
Lee, Hsin-Jou |
| Keywords: | 師徒制
師徒關係
工作適應
Mentorship
Mentorship Relationship
Work Adaptation |
| Date: | 2023 |
| Issue Date: | 2023-08-02 14:19:17 (UTC+8) |
| Abstract: | 許多人通過國家考試成為公務人員，選填志願序之後即分發進入某單位服務，成為新進人員，該單位會由長官指派一位輔導員擔任新進人員業務指導的工作，但輔導員時常因為業務工作不同、工作量龐大等因素，無暇給予新進人員相關的業務工作指導，使得新進人員要花很多時間適應工作，資深人員帶領資淺人員熟悉工作的模式流於形式。然，立法院公報處的速記員工作，係因所有同仁的工作性質皆相同，操作師徒制已行之有年，由師傅帶領新進人員，協助其工作適應，除環境熟悉之外，更能使新進人員瞭解會議速記工作的重點。
本研究以立法院公報處的速記員為研究對象，透過質化的研究方法，以半結構式的訪談進行，探討速記員對於工作適應的現況，以及什麼因素會影響新進速記員的工作適應，經由瞭解這些速記員們的工作適應之研究結果提供建議，作為組織中提升新進人員工作適應之參考。
從研究發現，師徒制對於速記新進人員的幫助非常大，讓新進人員能夠清楚的知道遇到問題時可以問誰，減少對工作摸索、熟悉的時間。速記員本身的工作人格也會影響工作適應，速記員對於會議速記工作的能力、技巧及個人價值，配合個人能力和價值觀的展現與工作環境之間越趨一致，新進人員工作適應的程度越好。透過訪談得知，目前立法院公報處中的師徒關係融合了傳統師徒關係及同儕師徒關係，師傅提供了傳統師徒關係中的師徒功能，包含提供展現的機會、保護徒弟以及教練等功能，同時也對徒弟作資訊的分享，身為徒弟的速記員也多把師傅所撰寫的文稿當作楷模，以學習師傅的速記技巧為目標。
師徒制對立法院公報處有正面的影響，讓新進人員有能力應付速記工作以及瞭解多樣化的會議，唯，師徒制並非影響新進人員工作適應的主要因素，新進人員本身的條件、速記工作的未來發展、制度，以及組織氣氛都會影響新進人員工作適應。
Many individuals become civil servants through national examinations and are assigned to a specific unit based on their preference rankings. They become new recruits in the unit and are assigned a mentor by the supervisor to provide guidance in their job duties. However, mentors often find themselves unable to provide adequate guidance to the new recruits due to differences in job responsibilities and heavy workloads. As a result, new recruits spend a significant amount of time adapting to their work, and the mentoring provided by senior colleagues becomes merely a formality.
However, in the case of the stenographers at the Legislative Yuan, where all colleagues share the same nature of work, the mentorship system has been in place for years. Senior stenographers lead the new recruits and assist them in adapting to their work. This system not only helps new recruits become familiar with their work environment but also enables them to understand the key aspects of meeting transcription work.
This study focuses on stenographers at the Legislative Yuan as the research subjects. Qualitative research methods, specifically semi-structured interviews, were employed to investigate the current status of work adaptation among stenographers and identify factors that may influence the work adaptation of new recruits. By gaining an understanding of the work adaptation of these stenographers through the research findings, recommendations can be provided as references for the organization to enhance the work adaptation of new recruits.
Based on the research findings, the mentorship system has proven to be highly beneficial for new stenographer recruits. It provides them with clear guidance on whom to approach when encountering problems, reducing the time spent on job exploration and familiarization. The work adaptation of stenographers is also influenced by their work personality. Their abilities, skills, and personal values related to meeting transcription work, when aligned with the work environment, contribute to better work adaptation for new recruits.
Through interviews, it was revealed that the mentorship relationship within the Legislative Yuan combines elements of both traditional mentorship and peer mentorship. Mentors fulfill the traditional mentorship functions of providing opportunities for showcasing abilities, protecting apprentices, and coaching. Additionally, mentors also share information with their apprentices. As apprentices, stenographers often regard their mentors` written materials as models and strive to learn their mentors` stenographic techniques.
Therefore, the integration of traditional and peer mentorship functions within the mentorship relationship in the Legislative Yuan has proven effective in facilitating work adaptation for new stenographer recruits.
The mentorship system has a positive impact on the Legislative Yuan by equipping new recruits with the necessary skills to handle stenographic work and gain understanding of diverse meetings. However, it is important to note that the mentorship system is not the sole determining factor influencing the work adaptation of new recruits. Other factors such as the personal characteristics of the new recruits, the future prospects of stenographic work, the institutional framework, and the organizational atmosphere all contribute to the work adaptation of new recruits. |
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| Description: | 碩士
國立政治大學
行政管理碩士學程
110921081 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0110921081 |
| Data Type: | thesis |
| Appears in Collections: | [行政管理碩士學程(MEPA)] 學位論文
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