本研究主要探討導師制度對實習生工作態度之影響，檢視導師功能是否透過個人與 工作的適配度、個人與組織的適配度與工作投入等中介機制，進一步提升實習生的留 任意願。本研究以具有實習經驗之大專院校學生為樣本，透過電子問卷回收有效樣本 291 份。本研究以描述性統計、信度分析、驗證性因素分析、相關分析與階層迴歸分析 進行資料處理與假設驗證。研究結果顯示：(1)導師功能與個人與工作的適配度具正向 關係；(2)導師功能與個人與組織的適配度具正向關係；(3)個人與工作的適配度與工作 投入具正向關係；(4)個人與組織的適配度與工作投入具正向關係；(5)個人與工作的適 配度與留任意願具正向關係；(6)個人與組織的適配度與留任意願具正向關係；(7)工作 投入與留任意願具正向關係。依據上述研究結論，本研究提出管理意涵與未來研究之 建議。;This study investigates the relationships among mentoring functions, person-job fit, person-organization fit, job involvement, and retention intention among intern students. A total of 291 valid responses was collected through online survey to university students with internship experience in Taiwan. Results indicate that mentoring functions are positively related to both mentee’s person-job fit and person-organization fit. Both person-job fit and person-organization fit are positively related to mentee’s job involvement and retention intention. Moreover, mentee’s job involvement is found to be positively related to retention intention. Based on these findings, managerial implications for internship program design and recommendations for future research are thus discussed.
