師徒制度是一種知識傳承的方式。綜觀國內外學者之探討，組織承諾與組織公民行為，皆可做為師徒功能認知之後果變項，而組織承諾又可作為組織公民行為之前因變項，是以組織承諾在師徒功能認知與組織公民行為間，可將之視為處於一中介位置。本研究欲了解師徒功能認知是否能影響組織成員的組織承諾、組織成員的組織的承諾，是否能影響其組織公民行為之展現、師徒功能認知是否能影響組織成員的組織公民行為、以及師徒功能認知是否能藉由組織承諾中介效果進而影響組織公民行為。 本研究以台灣高科技產業中接受過師徒制度的員工(徒弟)做為研究對象。共發放600份問卷，回收有效問卷292份，有效樣本回收率為48.67%。本研究透過相關分析、迴歸分析探討各變數間的關係。研究結果發現(一)徒弟所知覺到的師徒功能越多，越能表現出高的組織承諾。(二)組織承諾越高越能展現越高的組織公民行為。(三) 徒弟所知覺到的師徒功能越多，越能表現出高的組織公民行為。(四)組織承諾在師徒功能與組織公民行為間，具有部分中介效果。(五)組織承諾各構面在師徒功能構面與組織公民行為構面間，具有完全中介與部分中介效果。 本研究之貢獻在於確認正式師徒關係可以幫助組織承諾與組織公民行為的展現，因此建議企業應該要建立正式師徒制度，以幫助其員工利於組織的行為展現。Mentorship is one of the methods of knowledge transfer. From the perspective of many domestic and international scholars, organizational commitment and organizational citizenship behavior can be an outcome of mentoring function, and organizational commitment can be a cause of organizational citizenship behavior. Therefore, between mentoring function and organizational citizenship behavior, organizational commitment can be regarded as a mediator. This study is aimed to understand whether employees’ perception of mentoring function influences their commitment and whether this commitment also influences their organizational citizenship behavior. Moreover, this study was designed to examine if employees’ organizational commitment mediates the positive relationship between mentoring function and organizational citizenship behavior. We collected empirical data from the employees (protégés) in high-tech industry in Taiwan. A total of 600 questionnaires were mailed out. A total of 282 questionnaires were usable and the return rate was 48.67%. After recording and transforming survey data, we conducted statistical analysis, including correlation and regression analysis. Our finding can be summarized as the followings. First, when protégés perceive more mentoring function, they are more likely to have organizational commitment. Second, when protégés increase their organizational commitment, they are more likely to exhibit organizational citizenship behavior. Third, when protégés perceive more mentoring function, they are more likely to exhibit organizational citizenship behavior. Fourth, protégés’ organizational commitment could partially mediate the positive relationship between mentoring function and organizational citizenship behavior. Fifth, the dimension of organizational commitment could fully or partially mediate the positive relationship between the dimension of mentoring function and the dimension of organizational citizenship behavior. The contribution of this study is that we find out formal mentorship can help protégés exhibit organizational commitment and organizational citizenship behavior. Consequently, we suggest organizations establish formal mentorship to help their employees exhibit behaviors that are beneficial to the organization.
