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| Title: | 師父工作不安全感與師徒功能關係之探討：組織競爭氣候知覺與師徒關係類型之調節效果
Job insecurity and mentoring support: the moderating roles of intraorganizational competitiveness climate perception and mentorship formality |
| Authors: | 周廷穎
Chou, Ting Ying |
| Contributors: | 胡昌亞
Hu, Chang Ya
周廷穎
Chou, Ting Ying |
| Keywords: | 師徒功能
工作不安全感
組織競爭氣候知覺
師徒關係類型
Mentoring functions
Job insecurity
Intra-organizational competitiveness climate perception
Mentorship formality |
| Date: | 2017 |
| Issue Date: | 2017-07-03 14:47:19 (UTC+8) |
| Abstract: | 師徒關係是組織中重要的人際關係，而師父是師徒功能的提供者，故探討影響師父是否提供師徒功能的因素有其理論與實務上的的意涵。然而，現有文獻大多從徒弟特質或環境因素來探討促進師父提供師徒功能之因素，而忽略了師父本人的動機因素。有鑑於此，本研究將反向思考，探討降低師父提供師徒功能之因素。本研究首先探討師父工作不安全感與師徒功能之負向關係。並進一步探討師父的組織競爭氣候知覺與師徒關係類型是否調節前述之負向關係。本研究以便利抽樣之方法進行資料收集，共獲得170份有效問卷。根據迴歸分析結果顯示，師父工作不安全感與師徒功能有負向關係，但僅有師父的組織競爭氣候知覺調節前述之負向關係。當師父的組織競爭氣候知覺高時，前述負向關係的強度更強。但師徒關係類型（正式或非正式）則不對於上述關係具有調節效果。本論文也針對研究結果的理論與管理意涵進行討論。
Mentors are the providers for mentoring support to protégés. However, the available studies focus on factors relevant to protégés or contexts and overlooked the role of mentors. Given that mentor plays an indispensable role in mentoring relationships, understanding the mentor-related factors that contribute to mentors’ provision of mentoring support has theoretical and practical implications. To this end, the current study examined the factors that prevent mentors from providing mentoring support to their protégés. Specifically, I argue that mentors’ job insecurity will be negatively related mentoring support provided. Furthermore, mentors’ intra-organizational competitiveness climate perception and mentorship formality will moderate the above negative relationship. Using a convenience sampling strategy, data from 170 mentoring pairs were collected. Results of hierarchical regression analysis indicated that job insecurity was negatively related with mentoring functions. Furthermore, intra-organizational competitiveness climate perception moderated the negative relationship between job insecurity and mentor functions such that the negative relationship was stronger for mentors who have high intra-organizational competitiveness climate perception. Finally, mentorship formality failed to moderate the above relationship. Theoretical and practical implications of this research were discussed.
摘要 I
Abstract II
目錄 III
圖目錄 V
表目錄 VI
第一章 緒論 1
第一節 研究動機 1
第二節 研究方向與目的 3
第二章 文獻探討 4
第一節 工作不安全感與師徒功能 4
第二節 調節作用之討論 8
第三節 研究架構 11
第三章 研究方法 12
第一節 抽樣設計方法 12
第二節 研究變項定義與測量方法 13
第三節 資料分析方法 17
第四章 研究結果 19
第一節 樣本描述 19
第二節 研究變項描述性統計分析 23
第三節 迴歸分析 25
第五章 結論 27
第一節 討論 27
第二節 研究限制與建議 29
第三節 研究貢獻與管理意涵 31
參考文獻 33 |
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| Description: | 碩士
國立政治大學
企業管理研究所(MBA學位學程)
104363037 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0104363037 |
| Data Type: | thesis |
| Appears in Collections: | [企業管理研究所（MBA學位學程）] 學位論文
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