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    题名: 以社會學習理論探討師徒功能中介師徒心理資本之關係:師徒關係類型的調節效果
    A social learning perspective on the relationship between psychological capital and mentoring functions: the moderating role of mentorship formality
    作者: 戴湘芸
    Tai, Hsiang-Yun
    贡献者: 胡昌亞
    戴湘芸
    Tai, Hsiang-Yun
    关键词: 師徒關係
    師徒功能
    心理資本
    社會學習理論
    Mentorship formality
    Mentoring function
    Psychological capital
    Social learning theory
    日期: 2018
    上传时间: 2019-01-23 16:47:42 (UTC+8)
    摘要: 本研究以社會學習理論為基礎,探討師父心理資本與徒弟心理資本之正向關係,並透過師徒功能是否中介前述正向關係。此外,也將探討師徒關係類型(正式性或非正式性)是否調節師父心理資本與師徒關係之正向關係。本研究採取便利抽樣方式進行資料蒐集,共獲得183組有效師徒配對資料,並且以多元階層迴歸分析進行研究假設考驗。根據研究結果,師父四項正向心理資本都分別與徒弟四項正向心理資本有正向關係。然而,師徒功能僅部分中介師徒間自我效能、希望與復原力三項心理資本之關係。在調節效果部分,師徒關係類型調節師父自我效能和師父復原力與師徒功能之關係,在正式師徒關係中,前述兩類正向關係較強。此研究希望可以提供未來研究者做延伸研究,並對企業帶來管理實務上的應用參考,使未來企業能愈來愈重視師徒關係以及心理資本上的討論。
    Based on the social learning theory, this study explores the positive relationship between mentors’ psychological capital and the protégés’ psychological capital, and whether mentoring functions mediate the aforementioned positive relationship. In addition, it will also explore whether the mentorship formality moderate the positive relationship between mentors’ psychological capital and mentoring functions. In this study, data collection was conducted by means of convenient sampling. Totally, the 183 valid questionnaires were collected, and the hypothesis test was conducted by multivariate regression analysis. According to the research results, mentors’ four positive psychological capitals are positively related to the four positive psychological capitals of the protégés’. However, the mentoring function is only partly related to the relationship between the self-efficacy, hope and resilience. Furthermore, the mentorship formality moderate mentors’ self-efficacy and mentoring function, also moderate mentors’ resilience and mentoring function. In the formal mentoring relationship, the two types of positive relationship are stronger. This research hopes to provide future researchers with extended research and bring application references to management practices.
    參考文獻: 王仲安(2009)。高承諾人力資源管理系統、心理資本與變革導向組織公民行為關係—跨層次觀點。未出版之碩士論文,國立東華大學,人力資源發展系,臺東縣。
    王毓瑞、黃能堂,(2010)。導師制度之運用與企業人才之培訓—以台電公司新進人員培訓實務為例。台灣教育,662,50-56。
    李昭蓉,(2012)。師徒怎麼配?論師徒功能、員工知識分享與創新行為關係中師徒類型之調節角色。人力資源管理學報,12(4),81-105。
    余民寧、陳柏霖、湯雅芬,(2012)。大學生心理資本量表編製及其相關因素之研究。教育研究與發展期刊,8(4),19-52。
    林佳暖(2005)。師徒關係與組織承諾。未出版之碩士論文,國立中央大學,人力資源管理研究所,桃園市。
    洪瑜珮(2008)。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。未出版之碩士論文,國立中正大學,成人及繼續教育所,嘉義縣。
    陳盈儒(2010)。雲林縣國小教師心理資本與工作生活品質之相關研究。未出版之碩士論文,國立嘉義大學,教育行政與政策發展研究所,嘉義市。
    溫玲玉、林泳全,(2012)。員工壓力、心理資本及工作滿意度之關聯性研究-以西進大陸台商為例。技職教育期刊,5,41-52。
    鄭瑩妮、胡昌亞、簡世文,(2013)。師徒功能與徒弟知識分享。商略學報,5(1),37-56。
    羅家翔(2016),以社會學習理論探討師徒建言之關係:師徒功能與知覺相似性的調節效果。未出版之碩士論文,國立政治大學,企業管理研究所(MBA學位學程),台北市。

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    描述: 碩士
    國立政治大學
    企業管理研究所(MBA學位學程)
    106363059
    資料來源: http://thesis.lib.nccu.edu.tw/record/#G0106363059
    数据类型: thesis
    DOI: 10.6814/THE.NCCU.MBA.002.2019.F08
    显示于类别:[企業管理研究所(MBA學位學程)] 學位論文

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