導師對徒弟的信任程度對正式化師徒關係的影響-以師徒權力距離差距作為干擾變項

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：47

、訪客IP：18.217.109.151

姓名

蔡宛妮(Wan-ni Chai) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

導師對徒弟的信任程度對正式化師徒關係的影響-以師徒權力距離差距作為干擾變項
(The role of mentor trust and the differences of the mentor and protégé’s power distance in formal mentoring relationships)

相關論文

★ 組織精簡與員工態度探討 - 以A公司人力重整計劃為例。	★ 訓練成效評估及影響訓練移轉之因素探討----一項時間管理訓練之研究
★ 主管領導風格、業務員工作習慣及專業證照對組織承諾與工作績效之相關研究	★ 研發專業人員職能需求之研究-以某研究機構為例
★ 人力資本、創新資本與組織財務績效關聯性之研究	★ 企業人力資源跨部門服務HR人員之角色、工作任務及所需職能之研究
★ 新進保全人員訓練成效之評估	★ 人力資源專業人員職能之研究－一項追蹤性的研究
★ 影響企業實施接班人計劃的成功因素	★ 主管管理能力、工作動機與工作績效之關聯性探討─以A公司為例
★ 影響安全氣候因子之探討-以汽車製造業為例	★ 台電公司不同世代員工工作價值觀差異及對激勵措施偏好之研究
★ 不同的激勵措施對員工工作滿足及工作投入之影響性分析	★ 工作價值觀、工作滿足對組織承諾之影響(以A通訊公司研發人員為例)
★ 薪資公平知覺與組織承諾關係之探討－以內外控人格特質為干擾變項	★ 改善活動訓練成效評量之研究

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]

至系統瀏覽論文 ( 永不開放)

摘要(中)

正式化的師徒制度在人力資源管理與發展上越來越受到企業的重視，師徒關係的品質會受到彼此互動產生的信任程度而提升。而師徒制的應用是否會因為文化情境差異而有所不同，亦是本研究所探討的議題。本研究著重於在單一國家中個人層次的價值觀分析，即師徒雙方的權力距離之差距，作為跨國研究不同結果之比較與推論。本研究有別於以往過去權力距離的研究，大多聚焦於單方面的上下關係之認定，以師徒間權力距離的差距來取代導師或徒弟單方面的權力距離進行探討。透過學術上的迴歸分析方法，針對導師的信任程度對於徒弟所認知到的師徒功能是否會造成影響進行探討，接著進一步進行師徒間的權力距離差距對於信任與認知師徒功能之影響的分析。
本研究以實施正式化師徒制度之個案公司中的88對的師徒作為配對樣本，進行導師對於徒弟的信任程度、徒弟所認知到的師徒功能、及雙方的權力距離差距之問卷調查。研究結果證實，師徒間的權力距離差距的確會對於信任與認知師徒功能間產生調節效果，且會因為師徒雙方權力距離的相對差異而產生不同的影響。而本研究進一步提出相關的管理意涵，提供實務上欲進行師徒制度之企業做為未來參考之方向。

摘要(英)

This study examined the relationship between mentor trust, the differences of the mentor’s and protégé’s power distance, and the mentoring functions reported by protégés. The match mentor-protégé sample came from a formal mentoring program in Taiwan. Most of the previous researches examined one way of power distance, the study considered both mentor and protégé’s power distance and its effect on the relationship between trust and mentoring functions. 88 pairs of mentor-protégé dyads in the company were surveyed after mentoring implementing. We found that mentor’s trust and the mentoring functions reported by protégés were moderated by the differences of mentor and protégé’s power distance. The theoretical and practical implications of these results are discussed.

關鍵字(中)

★ 權力距離
★ 師徒功能
★ 師徒制度
★ 信任

關鍵字(英)

★ power distance
★ mentoring relationship
★ mentoring functions
★ trust

論文目次

摘要............................................i
Abstract ......................................ii
誌謝 .....................................iii
目錄 ......................................iv
圖目錄 .......................................v
表目錄 .......................................v
第一章緒論..... ..............................1
第一節研究背景與動機.........................1
第二節研究目的...............................2
第二章文獻探討...............................3
第一節師徒關係相關理論.......................3
第二節信任...................................5
第三節權力距離...............................9
第三章研究方法..............................12
第一節研究架構..............................12
第二節研究變項之操作型定義與衡量工具........12
第三節樣本與程序............................15
第四節資料分析方法..........................15
第四章研究結果..............................17
第一節敘述性統計分析........................17
第二節量表之信度分析........................17
第三節驗證性因素分析........................18
第四節變數相關分析..........................20
第五節階層迴歸分析..........................20
第六節調節效果分析..........................23
第五章研究結論與建議........................26
第一節研究結論與討論........................26
第二節管理實務意涵與應用....................28
第三節研究限制與建議........................29
參考文獻.......................................31
附錄一導師問卷...............................41
附錄二徒弟問卷...............................43

參考文獻

王怡文、陳亮全、黃光國，(2006)。華人社會中的信任策略。本土心理學研究，
25，199-242。
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。
蔡松純、鄭伯壎、周麗芳、姜定宇、鄭弘岳，(2009)。領導者上下關係認定與部
屬利社會行為：權力距離之調節效果。中華心理學刊，51(1),，121-138。
Aiken, L. S., & West, S. G. 1991. Multiple regression: Testing and interpreting
interactions. Thousand Oaks, CA: Sage.
Allen, T, Poteet, M, & Russell, J. (2000). Protégé selection by mentors: What makes
the difference? Journal of organizational behavior, 21(3), 271-282.
Allen, T. D., Eby, L. T., & Lentz, E. (2006). Mentorship behaviors and mentorship
quality associated with formal mentoring program: Closing the gap between
research and practice. Journal of Applied Psychology, 91(3), 567–578.
Allen, T. D., Eby, L. T., O’Brien, K. E., & Lentz, E. (2008). The state of mentoring
research: A qualitative review of current research methods and future research implications. Journal of Vocational Behavior, 73(3), 343–357.
Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E., & Lima, L. (2004). Career benefits
associated with mentoring for protégé’s: A meta-analytic review. Journal of Applied Psychology, 89(1), 127–136.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice:
A review and recommended two-step Approach. Psychological Bulletin, 103(3), 411-423.
Baugh, S. G., & Fagenson-Eland, E. A. (2007). Formal mentoring programs: A “poor
cousin” to informal relationships? In B. R. Ragins & K. E. Kram (Eds.), The handbook of mentoring at work: Theory, research, and practice (pp. 249–272). Los Angeles, CA: Sage.
Begley, T. M., Lee, C., Fang, Y., & Li, J. (2002). Power distance as moderator of the
relationship between justice and employee outcomes in a sample of Chinese employees. Journal of Managerial Psychology, 17(8), 692-711.
Blau, P. M. (1964). Exchange and power in social life. New York, NY: Wiley.
Bozionelos, N., & Wang, L. (2006). The relationship of mentoring and network
resources with career success in the Chinese organizational environment. International Journal of Human Resource Management, 17(9), 1531-1546.
Burke, R. J. (1984). Mentors in organizations. Group & Organization Studies, 9(3),
353–372.
Byrne, D. E. (1971). The attraction paradigm. New York: Academic Press.
Keller, T. (1999). Images of the familiar: Individual difference and implicit leadership theories. Leadership Quarterly, 10, 589-607.
Castro, S. L., & Scandura, T. A. (2004, November 3-6). The tale of two measures:
Evaluation and comparison of Scandura’s (1992) and Ragins and McFarlin’s (1990) mentoring measures. Paper presented at the Southern Management Association Meeting, San Antonio, TX.
Catalyst. (1993). Mentoring: A guide to corporate programs and practices. New
York: Author.
Chao, G. T., Walz, P. M., & Gardner, P. D. (1992). Formal and informal mentorships:
A comparison on mentoring functions and contrast with nonmentored counterparts. Personnel Psychology, 45(3), 619-636.
Chen, C. C. (1995). New trends in rewards allocation preferences: A Sino-U.S.
comparison. Academy of Management Journal, 38(2), 408–428.
Chua, R. Y. J., Ingram, P, & Morris, M. W. (2008). From the head and the heart:
Locating cognition- And affect-based trust in managers. The Academy of Management journal, 51(3), 436-452.
Chua, R. Y. J., Ingram, P, & Morris, M. W. (2009). Guanxi versus networking:
Distinctive configurations of affect- and cognition-based trust in the networks of Chinese versus American managers. Journal of International Business Studies, 40(3), 490-508.
Chun, Z. X., & Aryee, S. (2007). Delegation and employee work outcomes: The
cultural context of mediating processes. Academy of Management Journal, 50(1), 226-238.
Clugston, M., Howell, J. P., & Dorfman, P. W. (2000). Does cultural socialization
predict multiple bases and foci of commitment? Journal of Management, 26(1), 5-30.
Clutterbuck, D. (2007). An international perspective on mentoring. In B. R. Ragins &
K. E. Kram (Eds.), The handbook of mentoring at work: Research, theory and practice (pp. 593-616). Thousand Oaks, CA: Sage.
Colarelli, S. M., & Bishop, R. C. (1990). Career commitment: Functions, correlates,
and management. Group & Organization Studies, 15(2), 158-176.
Cook, J., & Wall, T. (1980). New work attitude measures of trust, organizational
commitment and personal need nonfulfillment. Journal of Occupational Psychology, 53, 39-52.
Dansereau, F., Graen, G., & Haga, W. J. (1975). A vertical dyad linkage approach to
leadership within formal organizations. Organizational Behavior and Human Performance, 13(1), 46-78.
Deutsch, M. (1973). The resolution of conflict: constructive and destructive
processes. New Haven: Yale University Press.
Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership: Meta-analytic findings and
implications for research and practice. Journal of Applied Psychology, 87(4), 611-628.
Dirks, K. T., & Ferrin, D. L. (2002). Trust in leadership: Meta-analytic findings and
implications for research and practice. Journal of Applied Psychology, 87(4), 611-628.
Dorfman, P. W., & Howell, J. P. (1988). Dimensions of national culture and effective
leadership in patterns. Advances in International Comparative Management,
3: 127–150.
Doney, P. M., Cannon, J. P., & Mullen, M. R. (1998). Understanding the influence of
national culture on the development of trust. Academy of Management Review, 23(3), 601-620.
Douglas, C. A., & McCauley, C. D. (1999). Formal developmental relationships: A
survey of organizational practices. Human Resource Development Quarterly, 10(3), 203-224.
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), 539-546.
Eby, L. T., Durley, J. R., Evans, S. C., & Ragins, B. R. (2008). Mentors’ perceptions
of negative mentoring experiences: Scale development and nomological validation. Journal of Applied Psychology, 93(2), 358–373.
Earley, P. C., & Erez, M. (1997). The transplanted executive. New York: Oxford
University Press.
Fagenson, E.A. (1989). The mentor advantage: Perceived career/joh experiences of
proteges versus non-proteges. Journal of Organizational Behavior, 10(4),
309-320.
Farh, J. L., Hackett, R. D., & Liang, J. (2007). Individual-level cultural values as
moderators of perceived organizational support-employee outcome relationships in China: Comparing the effects of power distance and traditionality. Academy of Management Journal, 50(3), 715-729.
Olian, J. D., Carroll S. J., & Giannantonio, C. M. (1993). Mentor reactions to
protégé’s: An experiment with managers. Journal of Vocational Behavior. 43(3), 266-278.
Gelfand, M. J., Erez, M., & Aycan, Z. (2007). Cross-cultural organizational behavior.
Annual review of psychology, 58(1), 479-514.
Graen, G.B., & Cashman ,J. (1975). A role-making model of leadership in formal
organizations: A development approach. In Leadership Frontiers, Hunt, J.G., &
Larson, L. L. (eds). Kent State University Press: Kent, OH; 143-165.
Hair, J. F. J., Anderson, R. E., Tatham, R. L., & Black, W. C. (1998). Multivariate
data analysis (5 ed). New Jersey: Prentice Hall.
Helliwell, J. F. 2005. Well-being, social capital and public policy: What’s new?
Paper presented at the Annual Meetings of the Royal Economic Society, Nottingham, U.K.
Hofstede, G. (1980). Culture's consequences: International differences in work
related values, Beverly Hills, CA: SAGE.
Hofstede, G. (1993). Cultural constraints in management theories. Academy of
Management Executive, 7(1), 81-94.
Hofstede, G., & Bond, M. H. (1988). The Confucius connection: From cultural roots
to economic growth. Organizational Dynamics, 16(4), 5-21.
Hu, C. (2008). Analyzes of measurement equivalence across gender in the Mentoring
Functions Questionnaire (MFQ-9). Personality and Individual Differences, 45(3), 199-205.
Hunt, D. M & Michael, C. (1983). Mentorship: A career training and development
tool. Academy of Management Review, 8(3), 475-485
Javidan, M., Dorfman, P. W., de Luque, M. S., & House, R. J. (2006). In the eye of
the beholder: Cross-cultural lessons in leadership from Project GLOBE. Academy of Management Perspectives, 20(1), 67-90.
Kirkman, B. L., & Shapiro, D. L. (2001). The impact of cultural values on job
satisfaction and organizational commitment in self-managing work teams: The mediating role of employee resistance. Academy of Management Journal, 44(3), 557-569.
Kirkman, B. L., Chen, G., Farh, J. L., Chen, Z. X., & Lowe, K. B. (2009). Individual
power distance orientation and follower reactions to transformational leaders: A cross-level, cross-cultural examination. Academy of Management Journal, 52(4), 744-764.
Kirkman, B. L., Lowe, K. B., & Gibson, C. B. (2006). A quarter century of Culture’s
Consequences: A review of empirical research incorporating Hofstede’s cultural value framework. Journal of International Business Studies, 37(3), 285-320.
Kolter, P., & Keller, K. L. (2009). Marketing management, 13ed. New Jersey:
Pearson Prentice Hall.
Kram, K. E. (1985). Mentoring at work: Developmental relationships in
organizational life. Glenview, IL: Scott Foresman.
Kramer, R. M. (1999). Trust and distrust in organizations: Emerging perspectives,
enduring questions. Annual Review of Psychology, 50,569-598.
Lee, C., Pillutla, M., & Law, K. S. (2000). Power-distance, gender and organizational
justice. Journal of Management, 26(4), 685-704.
Lewicki, R. J., Tomlinson, E. C., & Gillespie, N. (2006). Models of interpersonal trust
development: Theoretical approaches, empirical evidence, and future directions. Journal of Management, 32(6), 991-1022.
Lewis, J. D., & Weigert, A. (1985). Trust as a social reality. Social Forces, 63(4),
967-985.
Liu, D., Liu, J., Kwan, H. K., & Mao, Y. (2009). What can I gain as a mentor? The
effect of mentoring on the job performance and social status of mentors in China. Journal of Occupational and Organizational Psychology, 82(4), 871-895.
Mayer, R. C., Davis, J. H., & Schoorman, F. D. (1995). An integrative model of
organizational trust. Academy of Management Review, 20(3), 709-734.
Maznevski, M. L., Distefano, J. J., Gomez, C. B., Nooderhaven, N. G., & Wu, P. C.
(2002). Cultural dimensions at the individual level of analysis: The cultural orientations framework. International Journal of Cross-Cultural Management, 2(3), 275-295.
McAllister, D. J. (1995). Affect- and cognition-based trust as foundations for
interpersonal cooperation in organizations. Academy of Management Journal, 38(1), 24-59.
Mulaik, S. A., James, L. R., Van Alstine, J., Bennett, N., Lind, S., & Stilwell, C. D.
(1989). Evaluation of goodness-of-fit indices for structural equation models.
Psychological Bulletin, 105(3), 430-445.
Mulder, M. (1977). The daily power game. Leydem: Martinus Nijhoff Social
Sxiences Division.
Mullen, E. J. (1994). Framing the mentoring relationship as an information exchange.
Human Resource Management Review, 4(3), 257-281.
Murray, M., & Owens, M.A. (1991). Beyond the myth and magic of mentoring:
How to facilitate an effective mentoring program. San Francisco: Jossey Bass.
Noe, R. A. (1988a). An investigation of the determinants of successful assigned
mentoring relationships. Personnel Psychology, 41(3), 457-479.
Noe, R. A., Greenberger, D. B., &Wang, S. (2002). Mentoring: What we know and
where we might go. Research in personnel and human resources management, 21, 129-173.
Olian, J. D., Carroll, S. J., & Giannantonio, C. M. (1993). Mentor reactions to
protégés: An experiment with managers. Journal of Vocational Behavior,43, 266-278.
Pellegrini, E. K., & Scandura, T. A. (2005). Construct equivalence across groups: An
unexplored issue in mentoring research. Educational & Psychological Measurement, 65(2), 323-335.
Podolny, J. M, & Baron, J. N. (1997). Resources and relationships: Social networks
and mobility in the workplace. American Journal of Sociology, 62(5), 673-693.
Pratt, M. G., & Dirks, K. T. (2007). Rebuilding trust and restoring positive
relationships: A commitment-based view of trust. In J. E. Dutton & B. R. Ragins (Eds.), Exploring positive relationships at work: Building a theoretical and research foundation (pp. 117–136). Mahwah, NJ: Erlbaum.
Ragins, B. R., & Kram, K. E. (2007). The roots and meaning of mentoring. In B. R.
Ragins & K. E. Kram (Eds.), The handbook of mentoring at work: Theory, researchand practice. Thousand Oaks, CA: Sage.
Ragins, B. R., Cotton, J. L., & Miller, J. S. (2000). Marginal mentoring: The effects of
type of mentor, quality of relationship, and program design on work and career attitudes. Academy of Management Journal, 43(6), 1177–1194.
Rempel, J. K., Holmes, J. G., & Zanna, M. D. (1985). Trust in close relationships.
Journal of Personality and Social Psychology, 49(1), 95- 112.
Richard, O. C., Ismail, K. M., Bhuian, S. N., & Taylor, E. C. (2009). Mentoring in
supervisor-subordinate dyads: Antecedents, consequences, and test of a mediation model of mentorship. Journal of Business Research, 62(11), 1110-1118.
Sanchez-Burks, J., Lee, F., Choi, I., Nisbett, R. E., Zhao, S., & Koo, J. (2003).
Conversing across culture: East-West communication styles in work and non-work contexts. Journal of personality and Social Psychology, 85(2), 363-372.
Scandura, T. A. (1992). Mentorship and career mobility: An empirical investigation.
Journal of Organizational Behavior, 13(2), 169-174.
Scandura, T. A., & Pellegrini, E. K. (2007). Workplace mentoring: Theoretical
approaches and methodological issues. In T. D. Allen & L. T. Eby (Eds.), The Blackwell handbook of mentoring: A multiple perspectives approach (pp. 71-91). Malden, MA, US: Blackwell Publishing.
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.
Tsui, A. S., Nifadkar, S. S., & Ou, A. Y. (2007). Cross-national, cross-cultural
organizational behavior research: Advances, gaps, and recommendations. Journal of Management, 33(3), 426-478.
Turban, D. B., & Lee, F. K. (2007). The role of personality in mentoring
relationships: Formation, dynamics, and outcomes. In B. R. Ragins & K. E. Kram (Eds.), The handbook of mentoring at work: Theory, research, and practice (pp. 21–50). Los Angeles, CA: Sage
Uzzi, B. (1996). The sources and consequences of embeddedness for the economic
performance of organizations: The network effect. American Sociological Review, 61, 674-698.
Viator, R. E. (1999). An analysis of formal mentoring programs and perceived
barriers to obtaining a mentor at large public accounting firms. Accounting Horizons, 13(1), 37-53.
Wanberg, C. R., Kammeyer-Mueller, J., & Marchese, C. (2006). Mentor and protégé
predictors and outcomes of mentoring in a formal mentoring program. Journal of Vocational Behavior, 69(3), 410–423.
Wanberg, C. R., Welsh, E. T., & Hezlett, S. A. (2003). Mentoring research: A review
and dynamic process model. Research in Personnel and Human Resources
management, 22, 39-124.
Wang, S., Noe, R. A., Wang, Z. M., & Greenberger, D. B. (2009). What affects
willingness to mentor in the future? An investigation of attachment styles and
mentoring experiences. Journal of Vocational Behavior, 74(3),245-256.
Wang, S., Tomlinson, E. C, & Noe, R. A. (2010). The role of mentor trust and
prote´ge´ internal locus of control in formal mentoring relationships. Journal of Applied Psychology, 95(2), 358–367.
Wichman, F. & T. Sjodin, 1998. Mentoring. (成功－有師為伴，李碧芬譯，台北：麥
格羅希爾台灣分公司。)
Zey, M.G. (1991). The mentor connection. Homewood, IL: Dow Jones-Irwi.
Zey, M. G. (1984). The mentor connection. Homewood, IL: Dow Jones-Irwin.
Zucker, L. G. (1986). The production of trust: Institutional sources of economic
structure, 1840-1920. In B. M. Staw & L. L. Cummings (Eds.), Research in Organizational Behavior, 8, 55-111. Greenwich, CT: JAI Press.

指導教授

林文政(Wen-jeng Lin)

審核日期

2011-7-11

推文