知覺師徒功能與知覺團隊績效之關聯性研究-以工業技術研究院為例

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：18

、訪客IP：3.21.97.61

姓名

張育欣(Yu-hsin Chang) 查詢紙本館藏

畢業系所

人力資源管理研究所在職專班

論文名稱

知覺師徒功能與知覺團隊績效之關聯性研究-以工業技術研究院為例
(A Study of Correlation between the Perceived Mentoring Functions and Perceived Team Performance - A Case Study of Industrial Technology Research Institute)

相關論文

★ 組織因素、個人分享動機及知識特性對知識分享之影響	★ 企業實施在職導師制度對於人力資源發展的影響
★ 內外控人格特質及工作環境因素對訓練遷移成效之影響-以師徒制教導為中介變項	★ 管理教練技能對員工工作績效之影響─以員工情緒智力為干擾變項
★ 管理教練技能對工作績效之影響—以工作投入為干擾變項	★ 人力派遣行業招募管理師專業職能量表之建立
★ 訓練遷移因素對客服中心新進客服人員職前訓練遷移成效之影響	★ 部屬認知之管理教練技能對部屬個人工作投入的影響—以工作滿足為中介變項
★ 組織承諾對師徒功能認知與組織公民行為之中介效果 ---- 以台灣高科技產業為例	★ 師徒功能認知對職場個人學習之影響─以中央人資所企業導師制度為例
★ 影響員工外派意願之因素探討-以工程顧問公司為例	★ 管理教練技能對員工工作投入之影響—以員工情緒智力為中介變項
★ 師徒功能認知對職場個人學習影響 -以回饋接受度為調節	★ 師徒功能認知對工作績效之影響-以組織承諾為中介變項
★ 跨國知識移轉僵固因素對知識分享意願之影響-以台灣外資企業外派人員為例	★ 以工作敬業貢獻為中介變項探討管理教練技能對工作績效之影響

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

據研究指出，團隊內的互動關係會影響團隊績效。團隊之中應存在師徒關係，並由彼此互動交流當中教學相長，以達成團隊目標。綜觀國內針對師徒關係與績效的關聯性研究均以探討個人層次為主，本研究從徒弟認知的觀點出發，針對徒弟知覺師徒功能的發揮，進而知覺團隊績效作一探討。
本研究以個案機構為實證對象，共得330份有效問卷，經由統計分析之後，歸納出下列幾項研究結論：
(1)整體師徒功能知覺對團隊績效知覺具有顯著影響。
(2)職業功能知覺對團隊績效知覺具有顯著影響。
(3)社會支持功能知覺對團隊績效知覺影響不顯著。
(4)角色楷模功能知覺對團隊績效知覺具有顯著影響。
最後，本文針對研究結果進行討論，並對實務意涵、研究限制，及未來研究方向提出說明與建議。

摘要(英)

Interaction within the team will adversely affect the team performance. Mentoring relationship should exist among the team, which interact with each other by both teaching and learning, in order to achieve team goals.The domestic studies of correlation between mentoring functions and the performance are discussed mainly the individual level, the study from the viewpoint of cognitive apprentice, apprentice perception for mentoring function, and thus the perception of team performance as discussed.
In this study, the empirical case for the target institutions, 330 valid questionnaires were obtained, statistical analyzes, several studies conclude the following conclusions:
(1) The overall perception of the mentoring function has a significant impact on the perception of team performance.
(2) The occupational function has a significant impact on the perception of team performance.
(3) Perceived impact of perceived social support functions for team performance was not significant.
(4) The role model function has a significant impact on the perception of team performance.
Finally, based on the conclusion of the study, implications for management practice and suggestions for further research were proposed.

關鍵字(中)

★ 師徒關係
★ 師徒功能
★ 團隊
★ 績效

關鍵字(英)

★ mentoring relationship
★ mentoring function
★ team
★ performance

論文目次

第一章緒論 1
第一節研究動機及背景 1
第二節研究目的 4
第三節研究流程 4
第二章文獻探討 6
第一節個案組織簡介 6
第二節師徒關係功能 8
第三節團隊績效 14
第四節社會交換理論 18
第五節研究變項之關聯探討 21
第六節控制變項 22
第三章研究方法 25
第一節研究架構與假設 25
第二節研究變項之操作型定義與工具 25
第三節研究對象、抽樣方法、問卷發放 28
第四節資料分析方法 29
第五節前測 31
第四章研究結果 33
第一節研究變項之描述性統計 33
第二節項目分析 34
第三節信度分析 36
第四節共同方法變異 37
第五節相關分析 38
第六節階層迴歸分析 39
第五章結論與建議 41
第一節研究結論 41
第二節研究討論 42
第三節理論與管理意涵 43
第四節研究限制與對未來相關研究之建議 44
參考文獻 46

參考文獻

一、中文部分
王溥. (2000). 影響專案工程團隊績效之團隊管理研究. 國立中山大學人力資源管理研究所碩士, 民, 88.
玉井智子. (2001). 團隊組織特徵、運作過程、團隊績效之關係研究-台日學生之差異比較. 國立中山大學人力資源管理研究所碩士, 民, 89.
吳美連, 蔡明洋, 張振傑, & 莊文隆. (2007). 師徒功能對組織社會化影響之研究-以志願役軍官為例. 人力資源管理學報, 7(2), 71-92.
吳稚文. (2010). 師徒功能認知對工作績效之影響-以組織承諾為中介變項
李弘暉, & 鍾麗英. (1999). 團隊運作過程對團隊績效影響之研究: 人力資源學報.
李粵強. (2001). 團隊績效管理導向對組織信任及組織團隊績效影響之研究, 朝陽科技大學企業管理研究所未出版碩士論文.
李聲吼, & 廖春文. (1996). 人力資源發展專業人員能力與角色之研究. 台北: 行政院國家科學委員會專題研究計畫.
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.
邱皓政. (2006). 量化研究與統計分析 (基礎版)-SPSS 中文視窗版資料分析範例解析: 五南圖書出版股份有限公司.
邱薇拉.(2005). 技術策略、直屬主管信任與團隊績效關聯性之研究-以高科技產業研發團隊為例. 國立彰化師範大學人力資源管理研究所碩士,民,94
洪煌佳. (2010). 師徒功能對劍道運動選手組織社會化影響之研究. 體育學報, 43(2), 83-95.
許勝智. (2012). 高科技產業研發人員人格特質對知識分享意願影響之研究-以信任關係為中介變項.
陳嘉彌. (2000). 另類的教師成長: 師徒式專業成長構念之探析. 花蓮師院學報第十期, 頁, 27-46.
喬健. (1982). 關係芻議. 社會及行為科學研究的中國化. 台北: 中央研究院民族學研究所.
彭台光, 高月慈, & 林鉦棽. (2006). 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.
曾淑芬. (2003). 組織氣候, 領導風格, 整合式談判程度與團隊績效知覺之關聯性研究, 國立雲林科技大學, 企業管理系碩士班, 碩士論文.
馮人龍. (2003). 嚴謹性人格特質與組織社會化之中介式調節效果在師徒功能與組織承諾之關係 ―以空軍志願役人員為例, 國防大學管理學院, 資源管理及決策研究所碩士論文.
楊國樞. (1992). 中國人的心理行為─ 理論與方法篇, 台北: 桂冠圖書公司.
葉純愿. (2005). 品質改善團隊採用知識管理機制對團隊績效之影響. 元智大學企業管理學系學位論文, 1-127.
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學位論文, 1-55.
劉乾彬. (2008). 團隊合作對團隊績效與工作滿意度影響之研究: 以個人主義為干擾變項. 銘傳大學/管理研究所碩士論文, 未出版, 台北市.
劉筱寧. (2001). 徒弟個人特質, 性別角色與師徒關係類型, 性別組合對師徒功能影響之研究. 未出版碩士論文, 中原大學企業管理研究所, 桃園.
蔡淳如. (2009). 師徒制與師徒功能對員工創新行為之影響-以知識分享為中介變數.
盧佩秋. (2003). 團隊領導對集體效能與團隊表現之影響.
賴士葆, 王秉鈞, & 黃佑安. (1997). 創新能力與新產品研發過程關係研究.
謝宜栴. (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, 未出版, 嘉義縣.
簡慧貞. (2010). 師徒制功能, 員工組織社會化與工作滿意度關係之研究: 以銀行員工為例. 輔仁大學.
二、英文部分
Allen, T. D., Eby, L. T., & Lentz, E. (2006). Mentorship behaviors and mentorship quality associated with formal mentoring programs: closing the gap between research and practice. Journal of Applied Psychology, 91(3), 567.
Allen, T. D., Russell, J. E., & Maetzke, S. B. (1997). Formal Peer Mentoring Factors Related to Proteges′ Satisfaction and Willingness to Mentor Others. Group & Organization Management, 22(4), 488-507.
Armstrong, S. J., Allinson, C. W., & Hayes, J. (2002). Formal mentoring systems: An examination of the effects of mentor/protégé cognitive styles on the mentoring process. Journal of Management Studies, 39(8), 1111-1137.
Barhorst, B. L. (1997). Men and women of the community college: A study of the mentoring processes of community college presidents. Illinois State University.
Blau, P. M. (1964). Exchange and power in social life: Transaction Publishers.
Borchgrevink, C. P., Susskind, A. M., & Tarras, J. M. (1999). Consumer preferred hot beverage temperatures. Food quality and Preference, 10(2), 117-121.
Brislin, R. W. (1986). The wording and translation of research instruments.
Cameron, K. S., & Whetten, D. A. (1983). Organizational effectiveness: A comparison of multiple models (Vol. 733): Academic Pr.
Chao, G. T., Walz, P., & Gardner, P. D. (1992). Formal and informal mentorships: A comparison on mentoring functions and contrast with nonmentored counterparts. Personnel psychology, 45(3), 619-636.
Cropanzano, R., Rupp, D. E., & Byrne, Z. S. (2003). The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors. Journal of Applied Psychology, 88(1), 160.
Dansky, K. H. (1996). The effect of group mentoring on career outcomes. Group & Organization Management, 21(1), 5-21.
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.
Eby, L. T., Butts, M., & Lockwood, A. (2003). Predictors of success in the era of the boundaryless career. Journal of organizational behavior, 24(6), 689-708.
Ellis, D. G., & Fisher, B. A. (1994). Small group decision making: Communication and the group process.
Emerson, R. M. (1962). Power-dependence relations. American sociological review, 31-41.
Ensher, E. A., Thomas, C., & Murphy, S. E. (2001). Comparison of traditional, step-ahead, and peer mentoring on protégés′ support, satisfaction, and perceptions of career success: A social exchange perspective. Journal of Business and Psychology, 15(3), 419-438.
Ensher, E. A., Heun, C., & Blanchard, A. (2003). Online mentoring and computer-mediated communication: New directions in research. Journal of Vocational Behavior, 63(2), 264-288.
Ensher, E. A., & Murphy, S. (2005). Power mentoring: How successful mentors and protégés get the most out of their relationships. San Francisco, CA: Jossey-Bass
Fiedler, F. E. (1964). A contingency model of leadership effectiveness. Advances in experimental social psychology, 1(1), 64.
Fitzgerald, L. F., & Crites, J. O. (1980). Toward a career psychology of women: What do we know? What do we need to know? Journal of Counseling Psychology, 27(1), 44.
Foa, U. G., & Foa, E. B. (1974). Societal structures of the mind: Charles C Thomas.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American sociological review, 161-178.
Gross, S. E. (1995). Compensation for teams: How to design and implement team-based reward programs: Amacom New York.
Guzzo, R. A., & Shea, G. P. (1992). Group performance and intergroup relations in organizations. Handbook of industrial and organizational psychology, 3, 269-313.
Hackman, J. R. (1987). The design of work teams. Ariel, 129, 32.197.
Hall, M. (1976). The theory of groups (Vol. 288): American Mathematical Soc.
Higgins, M. C., & Kram, K. E. (2001). Reconceptualizing mentoring at work: A developmental network perspective. Academy of Management Review, 26(2), 264-288.
Howie, P. W., Forsyth, J. S., Ogston, S. A., Clark, A., & Florey, C. (1990). Protective effect of breast feeding against infection. BMJ: British medical journal, 300(6716), 11.
Jessup, L. M., Connolly, T., & Galegher, J. (1990). The effects of anonymity on GDSS group process with an idea-generating task. Mis Quarterly, 313-321.
Jewell, L. N., & Reitz, H. J. (1981). Group effectiveness in organizations: Scott, Foresman Glen‐view, IL.
Katzenbach, J. R. (1998). Teams at the top: Unleashing the potential of both teams and individual leaders: Harvard Business Press.
Katzenbach, J. R., & Smith, D. K. (1993). The discipline of teams: Harvard Business Press.
Kaye, B., & Jacobson, B. (1995). Mentoring: A Group Guide. Training and Development, 49(4), 22-27.
Keller, R. T. (1989). A test of the path-goal theory of leadership with need for clarity as a moderator in research and development organizations. Journal of applied psychology, 74(2), 208.
King-Sears, M. E., & Bradley, D. F. (1995). Classwide peer tutoring: Heterogeneous instruction in general education classrooms. Preventing School Failure: Alternative Education for Children and Youth, 40(1), 29-35.
Klopf, G. J., & Harrison, J. (1981). Moving up the Career Ladder: The Case for Mentors. Principal, 61(1), 41-43.
Kram, K. E. (1983). Phases of the mentor relationship. Academy of management Journal, 26(4), 608-625.
Lawler, E. E., Mohrman, S. A., & Ledford, G. E. (1995). Creating high performance organizations: Practices and results of employee involvement and total quality management in Fortune 1000 companies: Jossey-Bass San Francisco.
Liden, R. C., & Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of management Journal, 23(3), 451-465.
Liu, C.-Y. (2012). The Moderating Effect of Team Reflexivity on the Relationship between Team Coaching, Team Performance Process and Team Effectiveness.
Lurey, J. S., & Raisinghani, M. S. (2000). An Empirical sstudy of best practices in virtual teams. Information & Management, 1914, 1-22.
Mattila, A. S., & Enz, C. A. (2002). The role of emotions in service encounters. Journal of Service Research, 4(4), 268-277.
McGuire, G. M. (1999). Do race and sex affect employees’ access to and help from mentors? Insights from the study of a large corporation. Mentoring dilemmas: Developmental relationships within multicultural organizations, 105-120.
Mohrman, S. A., Cohen, S. G., & Morhman Jr, A. M. (1995). Designing team-based organizations: New forms for knowledge work: Jossey-Bass.
Montoya-Weiss, M. M., Massey, A. P., & Song, M. (2001). Getting it together: Temporal coordination and conflict management in global virtual teams. Academy of management Journal, 44(6), 1251-1262.
Mullen, E. J. (1994). Framing the mentoring relationship as an information exchange. Human Resource Management Review, 4(3), 257-281.
Mullen, E. J., & Noe, R. A. (1999). The mentoring information exchange: when do mentors seek information from their protégés? Journal of organizational behavior, 20(2), 233-242.
Noe, R. A. (1988). An investigation of the determinants of successful assigned mentoring relationships. Personnel psychology, 41(3), 457-479.
Ragins, B. R., & Cotton, J. L. (1989). Perceived Barriers to Mentors Among Male and Female Proteges. Paper presented at the Academy of Management Proceedings.
Ragins, B. R., & Cotton, J. L. (1991). Easier said than done: Gender differences in perceived barriers to gaining a mentor. Academy of management Journal, 34(4), 939-951.
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(4), 529.
Ragins, B. R., & McFarlin, D. B. (1990). Perceptions of mentor roles in cross-gender mentoring relationships. Journal of Vocational Behavior, 37(3), 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.
Rupp, D. E., & Cropanzano, R. (2002). The mediating effects of social exchange relationships in predicting workplace outcomes from multifoci organizational justice. Organizational Behavior and Human Decision Processes, 89(1), 925-946.
Russell, J. E., & Adams, D. M. (1997). The changing nature of mentoring in organizations: An introduction to the special issue on mentoring in organizations. Journal of Vocational Behavior, 51(1), 1-14.
Salas, E., Dickinson, T. L., Converse, S. A., & Tannenbaum, S. I. (1992). Toward an understanding of team performance and training.
Sawng, Y. W., Kim, S. H., & Han, H.-S. (2006). R&D group characteristics and knowledge management activities: A comparison between ventures and large firms. International Journal of Technology Management, 35(1), 241-261.
Scandura, T. A. (1992). Mentorship and career mobility: An empirical investigation. Journal of organizational behavior, 13(2), 169-174.
Scandura, T. A., & Ragins, B. R. (1993). The effects of sex and gender role orientation on mentorship in male-dominated occupations. Journal of Vocational Behavior, 43(3), 251-265.
Schein, E. H. (1970). Organizational psychology: Prentice-Hall Englewood Cliffs, NJ.
Shonk, J. H. (1982). Working in teams: A practical manual for improving work groups: Amacom New York.
Simons, T., Pelled, L. H., & Smith, K. A. (1999). Making use of difference: Diversity, debate, and decision comprehensiveness in top management teams. Academy of management Journal, 42(6), 662-673.
Sosik, J. J., & Godshalk, V. M. (2000). Leadership styles, mentoring functions received, and job‐related stress: a conceptual model and preliminary study. Journal of organizational behavior, 21(4), 365-390.
Swap, W., Leonard, D., Shields, M., & Abrams, L. (2001). Using mentoring and storytelling to transfer knowledge in the workplace. Journal of management information systems, 18(1), 95-114.
Swezey, R. W., & Salas, E. E. (1992). Teams: Their training and performance: Ablex Publishing.
Thibaut, J. W., & Kelley, H. H. (1959). The social psychology of groups.
Trist, E. (1981). The evolution of socio-technical systems. Occasional paper, 2, 1981.
Van Knippenberg, D., De Dreu, C. K., & Homan, A. C. (2004). Work group diversity and group performance: an integrative model and research agenda. Journal of Applied Psychology, 89(6), 1008.
Wayne, S. J., & Ferris, G. R. (1990). Influence tactics, affect, and exchange quality in supervisor-subordinate interactions: A laboratory experiment and field study. Journal of Applied Psychology, 75(5), 487.
White, J. F. (1988). The perceived role of mentoring in the career development and success of academic nurse-administrators. Journal of Professional Nursing, 4(3), 178-185.
Whitely, W., Dougherty, T. W., & Dreher, G. F. (1992). Correlates of career‐oriented mentoring for early career managers and professionals. Journal of organizational behavior, 13(2), 141-154.
Wickman, F., & Sjodin, T. L. (1997). Mentoring: The Most Obvious Yet Overlooked Key to Achieving More in Life than You Dreamed Possible: A Success Guide for Mentors and Proteges: Irwin Professional Pub.
Williams, K. Y., & O′Reilly, C. A. (1998). Demography and diversity in organizations: A review of 40 years of research. Research in organizational behavior, 20, 77-140.
Wilson, J. A., & Elman, N. S. (1990). Organizational benefits of mentoring. The Executive, 4(4), 88-94.
Young, A. M., & Perrewé, P. L. (2004). The Role of Expectations in the Mentoring Exchange: An Analysis of Mentor and Protégé Expectations in Relation to Perceived Support. Journal of Managerial Issues, 16(1).
Young, A. M., & Perrewe, P. L. (2000). What did you expect? An examination of career-related support and social support among mentors and protégés. Journal of management, 26(4), 611-632.
Zaccaro, S. J., Rittman, A. L., & Marks, M. A. (2002). Team leadership. The Leadership Quarterly, 12(4), 451-483.
Zey, M. G. (1985). Mentor programs: Making the right moves. Personnel Journal.
Zimmick, R., Smaby, M. H., & Maddux, C. D. (2000). Improving the use of a group counseling scale and related model to teach theory and skills integration. Counselor Education and Supervision, 39(4), 284-295.

指導教授

郭敏珣(Min-hsun Kuo)

審核日期

2014-7-11

推文