English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  Items with full text/Total items : 113318/144297 (79%)
Visitors : 51061816      Online Users : 935
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    政大機構典藏 > 理學院 > 心理學系 > 學位論文 >  Item 140.119/51585
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/51585


    Title: 師徒制度功能對徒弟職涯成效影響之整合分析
    Mentoring functions and protégé career outcomes: A meta-analysis of mentoring studies in Taiwan
    Authors: 凃博崧
    Raymond Tu
    Contributors: 胡昌亞
    Hu, Chang Ya
    凃博崧
    Raymond Tu
    Keywords: 師徒功能
    職涯成效
    整合分析
    mentoring function
    career outcome
    meta-analysis
    Date: 2009
    Issue Date: 2011-10-11 16:55:37 (UTC+8)
    Abstract: 近年來國內對於師徒制度成效日益重視,有關師徒制度研究已累積相當程度的實證資料。為瞭解師徒制度對徒弟職涯成效之影響,本研究以整合分析探討師徒制度為徒弟所提供兩大功能(職涯相關功能與社會心理功能)與徒弟職涯成效(薪資、升遷、工作滿意度與職涯承諾)之關係。研究者利用電腦資料關鍵字庫檢索、回溯法以及人工回顧法等方式,共蒐集到25篇合乎分析條件的實徵研究。並依照Rosenthal(1984)整合分析技術計算效果量r值。整合分析結果顯示:(1)徒弟所接受到的整體師徒功能與其職涯成效有正相關;(2)徒弟所接受到的職涯相關功能與其職涯成效有正相關;(3) 徒弟所接受到的之社會心理功能與其職涯成效有正相關。(4)社會心理功能與徒弟主觀職涯成效(工作滿意度、組織承諾、工作認同、職涯承諾與對師父滿意度)的正相關高於該功能與客觀職涯成效(工作表現、薪資、工作熟練度與晉升狀況)的相關;最後根據研究結果加以討論,提出師徒制度及整合分析研究的建議與未來方向。




    關鍵詞:師徒功能、職涯成效、整合分析
    The purpose of this study is to examine the relationship between mentoring functions and protégé career outcomes based on studies conducted in Taiwan using a meta-analysis technique. Specifically, I examined whether overall mentoring functions, career-related mentoring, and psychosocial mentoring positively relate to protégés’ objective and subjective career outcomes (salary, promotion, and job satisfaction). Using keywords search and the retroactive method, I identified 25 studies that can be used for meta-analysis. The effect size r was calculated by the method of Rosenthal (1984). The results of meta-analysis indicate that the overall mentoring function, career-related mentoring functions, and psychosocial mentoring functions are all positively relate to protégés’ objective and subjective career outcomes. Furthermore, psychosocial functions have a stronger positive relationship with subjective career outcome (job satisfaction, organization commitment, job involvement, and mentor satisfaction) than with objective career outcome (job performance, salary, job proficiency, and promotion). Based on the results of the study, suggestions for future research and practical implications are discussed.



    Keywords:Mentoring functions, protégé career outcome, meta-analysis
    Reference: *王穗敏(2005),師徒功能認知、轉換型領導風格對關係績效影響之研究-關係品質、關係學習之中介效果,私立南台科技大學企業管理系碩士論文 。
    *石航驊(2005)‧師徒功能、組織承諾、專業承諾對離職傾向影響之探討—以台灣地區公關產業為例‧國立中山大學傳播管理研究所碩士論文。
    *李藹慈、洪瑜珮(2009),師徒功能對房屋仲介業務人員工作績效的影響:自我效能之中介效果。人力資源管理學報,9(1),23-43。
    *汪文軍(2008), 師父利益及前因對徒弟忠誠度影響之研究, 國立高雄應用科技大學人力資源發展系碩士論文。
    *何明恕(2003),師徒功能認知對大學研究生學習成效影響之研究,中原大學企業管理研究所碩士論文。
    *呂曉青(2005),師徒關係認知與生涯發展之相關研究-以國際觀光旅館廚師為例,朝陽科技大學休閒事業管理系碩士論文。
    *呂玉玲(2007),博士生內外控傾向與指導教授決策風格對知覺師徒功能及學生研究產出之影響,國立交通大學管理科學系所碩士論文。
    *卓筱淇,2003,師徒性別配對與師徒功能及其後果變項關聯性之研究,私立中原大學企業管理研究所碩士論文。
    *林佳暖(2005), 師徒關係與組織承諾, 國立中央大學/人力資源管理研究所碩士論文。
    *胡肇惠(2003),台灣企業女性經理人玻璃天花板認知程度與其工作滿足關聯性之研究-以個人特徵與師徒關係為干擾變項,中原大學企業管理研究所碩士論文。
    *胡淑貞(2008),壽險業師徒功能對組織社會化及組織承諾的影響- 以國際紐約人壽為例, 淡江大學管理科學研究所企業經營碩士在職專班學位論文。
    *郭碧慧(2009),「師徒功能、工作壓力與離職意圖之相關性研究-以新進護理人員為例」,南台科技大學企管系碩士論文。
    *陳信宏(2006),人際吸引對師徒間相似性與師徒功能中介效果之探討,台灣科技大學企業管理研究所碩士論文。
    *徐璧君(2007)。壽險新進業務員離職傾向與工作績效之研究:組織社會化之觀點。國立彰化師範大學工業教育與技術學系博士論文。
    *黃瓊玉(2005),師徒功能認知、工作滿足與組織公民行為關聯性之研究,中原大學企業管理學系碩士論文。
    *黃芝瑄 (2008),師父利益及前因對部門績效影響之研究,國立高雄應用科技大學人力資源發展系碩士論文。
    *傅衡宇、余昆東、鄒瑞平(2008)。師徒功能與訓練遷移成效關聯性之研究,中華管理學報,9(2),01-16。
    *劉怡蘭(2006),師徒關係對組織社會化的影響,中央大學人力資源管理研究所碩士論文。
    *劉奎熙(2007),組織員工之師徒關係探討-以中華電信公司為例,國立東華大學企業管理學系碩士論文。
    *劉韋伶(2009),師徒關係認知對員工生涯發展影響之研究─以高科技產業為例,中國文化大學勞動學研究所碩士論文。
    *謝宜梅 (2007),師徒功能對壽險業務人員工作績效的影響:職場個人學習為中介效果,國立中正大學成人及繼續教育所碩士論文。
    *謝慧怡(2008), 師父轉換型領導、師徒功能與組織承諾之研究-以知覺主管支持為調節變項, 國立中正大學勞工所碩士論文。
    *謝朝凱(2009),師徒制對知識移轉動機和成效間之關係探討-以台中縣市工具機械產業為例,臺中技術學院事業經營研究所學位論文。
    *蔡明洋 (2007),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,中原大學企業管理研究所學位論文。
    *蕭惠美(2007),師父利益及前因對組織認同影響之研究,國立高雄應用科技大學人力資源發展系碩士論文。
    應立志、鍾燕宜 (民 89)。整合分析方法與應用。台北:華泰。
    彭台光, 高月慈, 林鉦棽 (民95)。管理研究中的共同方法變異:問題本質、影響、測試和補救。 管理學報, 23, 1, 77-98。
    樊景立、鄭伯壎(2000)。家長式領導:一項文化觀點的分析。本土心理學研究,13,127-180。
    Allen, T., Eby, L., Poteet, M., Lentz, E., & Lima, L. (2004). Career benefits associated with mentoring for proteges: A meta-analysis. Journal of Applied Psychology, 89(1), 127-135.
    Aryee, S., Chay, Y., & Chew, J. (1996). The motivation to mentor among managerial employees: An interactionist approach. Group & Organization Management, 21(3), 261.
    Baugh, S. G., Lankau, M. J., & Scandura, T. A. (1996). An investigation of the effects of protégé gender on responses to mentoring. Journal of Vocational Behavior, 49(3), 309-323.
    Burke, R. (1984). Mentors in organizations. Group & Organization Management, 9(3), 353.
    Caplan, G. (1974). Support systems and community mental health. New York:Behavior Publication.
    Chao, G., Walz, P., & Gardner, P. (1992). Formal and informal mentorships: A comparison on mentoring functions and contrast with nonmentored counterparts. Personnel Psychology, 45(3), 619-636.
    Cooper, H. M. (1989). Integrating research: A guide for literature review (2nd ed.). Newbury Park, CA: Sage.
    Dreher, G. F., & Ash, R. A. (1990). A Comparative Study of Mentoring Among Men and Women in Managerial, Professional, and Technical Positions. Journal of Applied Psychology, 75(5), 539-546.
    Eby, L., & Lockwood, A. (2005). Proteges` and mentors` reactions to participating in formal mentoring programs: A qualitative investigation. Journal of Vocational Behavior, 67(3), 441-458.
    Fagan, M. M., & Ayers, K. J. (1985). Police Mentors. FBI Law Enforcement Bulletin, 8-13.
    Fagenson, E. (1989). The mentor advantage: Perceived career/job experiences of proteges versus non-proteges. Journal of Organizational Behavior, 10(4), 309-320.
    Fagenson, E. A., Marks, M. A., & Amendola, K. L. (1997). Perception of mentoring relationship. Journal of Vocational Behavior, 51, 29-42.
    Fisher, B. (1994). Mentoring. London: Library Association Publishing Ltd.
    Fletcher, J. K. (1996).A relational approach to the protean worker. In D.T. Hall(Eds.), The career is dead-long live the career: A relational approach to career (pp. 101-131). San Francisco:Jossey-Bass.
    Geiger-DuMond, A. H., & Boyle, S. K. (1995). Mentoring: A practitioner’s guide. Training & Development, 49, 51-54.
    Glass, G. V., McGaw, B., & Smith, M. L. (1981). Meta-analysis in social research. Beverly Hills, CA: Sage.
    Hedges, L., & Olkin, L. (1985). Statistical methods for meta-analysis. Orlando, FL: Academic Press.
    Hofstede, G. (1980) Culture’s Consequences: International Differences in Work-Related Values. Beverly Hills, CA: Sage.
    Hofstede, G. (1997) Culture and Organizations: Software of the Mind (Revised edn.) New York: McGraw-Hill.
    House, J. S. (1981). Work Stress and Social Support. Reading, Mass: Addison Wiley.
    Hunt, D. M., & Michael, B. R. (1983). A career training and development tool. Academy of Management Review, 8, 475-785.
    Hunter, J. E., & Schmidt, F. L. (1990). Method of Meta-Analysis: Correcting error and bias in research finding, Newbury Park, CA: Sage.
    Ibarra, H. (1992). Personal networks of women and minorities in management: A conceptual framework. Academy of Management Review, 18, 56-87.
    Koberg, C. S., Boss, R. W., & Goodman, E. (1998). Factors and outcomes associated with mentoring among health-care professional. Journal of Vocational Behavior, 53, 58-72.
    Kram, K. E. (1983). Phase of mentor relationship. Academy of Management Journal, 26(4), 608-625.
    Kram, K. E. (1985). Mentoring at work : Development relationships in organizational life. Glenview, IL.: Scott Foresman.
    Kulik, C. C., & Kulik, J. A. (1992). Meta-analytic findings on group programs. Gifted Child Quarterly, 36(2), 73-77.
    Levinson, D. J., Darrow, D., Klein, E., Levinson, M., & Mckee, B. (1978). Season of a man’s life. New York: Knopf.
    Mullen, E. J. (1994). Framing the mentoring relationship as an information exchange. Human Resource Management Review, 4, 257-281.
    Murray-Hicks, M., & Nugent, J. (1971). Positive motivation process for changing human Behavior. Paper presented at the National Society for Performance and Instruction Conference, Rochester, N. Y.
    Noe, R. A. (1988). An investigation of the determinants of successful assigned mentoring relationships. Personnel Psychology, 41, 457-479.
    Noe, R. A. (1988). Women and mentoring: A review and research agenda. Academy of Management Review, 13, 65-78.
    Nonaka, I., & Takeuchi, H. (1995). The Knowledge Creating Company: How Japanese Companies Create the Dynamics of Innovation. New York: Oxford University Press.
    O’Reilly, C., & Chatman, J. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492-499.
    Ostroff, C., & Kozlowski, S. W. (1993). The role of mentoring in the information gathering processes of newcomers during early organizational socialization. Journal of Vocational Behavior, 42, 170-183.
    Pullins, E. B., Fine, L. M., & Warren. W. L. (1996). Identifying peer mentor in the sale force: An exploratory investigation of willingness and ability. Journal of Academy of Marketing Science, 24, 125-136.
    Ragins, B. R. (1997). Antecedents of diversified mentoring relationships. Journal of Vocational Behavior, 51, 90-109.
    Ragins, B. R., & Cotton, J. L. (1999). Mentor functions and outcomes: A comparison of men and women in formal and informal mentoring relationships. Journal of Applied Psychology, 84, 529-55.
    Ragins, B. R., & McFarlin D.B. (1990). Perceptions of mentor roles in cross-gender mentoring relationships. Journal of Vocational Behavior, 37, 321-339.
    Ragins, B. R., & Scandura, T. A. (1994). Gender differences in expected outcomes of mentoring relationships. Academy of Management Journal, 37(4), 957-971.
    Ragins, B. R., Cotton, J. L., & Miller, J. S. (2000). Marginal mentoring: The effects of type of mentor, quality of relationship, and program design on work and career attitudes. Academy of Management Journal, 43(6), 1177-1194.
    Rosenthal, R. (1979a). The“file drawer problem”and tolerance for null result. Psychological Bulletin, 86, 638-641.
    Rosenthal, R. (1979b).Replications and their relative utilities. Replications in Social Psychology, 1(1), 15-23.
    Rosenthal, R. (1984). Meta-analysis procedure for social research. Beverly Hill, CA: Sage.
    Rosenthal, R. (1991). Meta-analysis procedure for social research.(Rev.ed). Beverly Hill, CA: Sage.
    Rosenthal, R., & Rubin, D. B. (1982). A simple, general purpose display of magnitude of experimental effect. Journal of Educational Psychology, 74, 166-169.
    Scandura, T. A. (1992). Mentoring and career mobility: An empirical investigation. Journal of Organizational Behavior, 13(2), 169-174.
    Sosik, J. J., & Godshalk, V. M., (2000). The role of gender in mentoring implications for diversified and homogenous mentoring relationships. Journal of Vocational Behavior, 57, 102-122.
    Sosik, J. J., & Godshalk, V. N. (2000). Leadership styles, mentoring functions received, and job-related stress: A conceptual model and preliminary study. Journal of Organizational Behavior, 21(4), 365-39.
    Swap, W., Leonard, D., Shield, M., & Abrams, L. (2001). Using mentoring and storytelling to transfer knowledge in the workplace. Journal of Management information system, 18(1), 95-114.
    Thoits, P. A. (1986). Social support as coping assistance. Journal of Consulting and Clinical Psychology, 54(4), 416-423.
    Thomas, C. H., & Lankau, M. J. (2009). Preventing burnout: The effects of LMX and mentoring on socialization, role stress, and burnout. Academy of Management Proceedings, 48(3), 417-432.
    Turban, D. B., & Doigherty, L. W. (1994). Role of protégé personality in receipt of mentoring and career success. Academy of Management Journal, 37(3), 688-702.
    Wickman, F. (1997). Mentoring. New York: Irwin Professional Group.
    Wickman,F., & Sjodin, T. (1998). 成功,有師為伴(李碧芬譯)。台北 : 麥格羅希爾。
    Wilson, J. A., & Elman, N. S. (1990). Organizational benefits of mentoring. Academy of Management Executive, 4(4), 88-94.
    Zand, D. E. (1972). Trust and managerial problem solving. Administrative Science Quarterly, 17(2), 229-23.
    Zey, M. G. (1984). The Mentor Connection. Homewood, IL: Irwin.
    Zey, M. G. (1998). 職場師父(周希敏譯)。台北 : 方智。
    Description: 碩士
    國立政治大學
    心理學研究所
    97752015
    98
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0097752015
    Data Type: thesis
    Appears in Collections:[心理學系] 學位論文

    Files in This Item:

    File SizeFormat
    201501.pdf392KbAdobe PDF26476View/Open


    All items in 政大典藏 are protected by copyright, with all rights reserved.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏,無償提供學術研究與公眾教育等公益性使用,惟仍請適度,合理使用本網站之內容,以尊重著作權人之權益。商業上之利用,則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作,已盡力防止侵害著作權人之權益,如仍發現本網站之數位內容有侵害著作權人權益情事者,請權利人通知本網站維護人員(nccur@nccu.edu.tw),維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback