臺灣博碩士論文加值系統

師徒制一直是企業組織培訓與發展常見的方式，國內外許多大型具規模的企業皆有類似師徒制概念的機制在，透過較資深的師父提供較資淺的徒弟師徒功能(職涯發展功能、社會心理功能、角色楷模功能)，來提升徒弟工作績效。過去許多研究亦顯示，師徒功能會正向提升工作表現之行為。而以提高人力資本的高績效工作系統也是為了改善員工的工作表現行為，與師徒功能目的一致。然而高績效工作系統創造的是一個大環境，因此，此系統可以透過影響一般管理措施，如師徒制等措施來改善員工個人在面對工作的表現行為，如個人任務行為(個人任務熟練性、個人任務適應性、個人任務主動性)。
因此本研究欲探討高績效工作系統、師徒功能、個人任務行為之間的關聯性，並且探討師徒功能是否對高績效工作系統與個人任務行為間關係具有中介效果。本研究以問卷調查作為資料收集的工具，以便利抽樣方式，針對台灣部分產業具有與師徒制相近概念與精神之制度的企業組織之員工，且目前仍為「徒弟」角色者進行施測，共回收277份有效問卷。研究結果發現：
一、企業實踐高績效工作系統愈完善，徒弟知覺師徒功能(職涯發展功能、社會心理功能、角色楷模功能)愈佳。
二、企業實踐高績效工作系統愈完善，徒弟的個人任務行為(個人任務熟練性、個人任務適應性、個人任務主動性)表現愈好。
三、徒弟知覺師徒功能(職涯發展功能、社會心理功能、角色楷模功能)愈佳，分別使其個人任務行為的表現愈好。
四、企業實踐高績效工作系統愈完善，徒弟知覺師徒功能愈佳，進而提升徒弟大部分的個人任務行為，僅徒弟知覺角色楷模功能在高績效工作系統與個人任務主動性間關係，不具中介的效果。

Mentoring has been a common training and development way used in organizations. Throughout Taiwan and foreign countries, many large-scale enterprises have similar mentoring. Protégé were tought about mentoring functions (career function, psychosocial function, and role modeling function) through experienced mentor in order to enhace their work performances. Many researches in the past have shown that mentoring functions will positively enhance individuals’ behavior in work performance. On the other hand, HPWS is also a way to improve individuals’ work behavior, it has the same purpose as mentoring functions. However, what HPMS creates is an environment, thus it can be used as a management way to improve individuals’ work behavior through mentoring, such as individual task behavior (individual task proficiency, individual task adaptivity, and individual task proactivity).
Therefore, this research focused on the relationship among HPWS, mentoring functions, and individual task behavior. Also, discussing if mentoring functinos has mediating effects between HPWS and individual task behavior. This research used convenience sampling to aim part of the industries in Taiwan which put similar concepts and spirits of apprenticeship into management. Also, protégé were the main object of the questionnaire survey for sample collection. Totally 277 valid data was collected, the result showed:
1.Protégé scores on a HPWS index is positively related to three mentoring funchions each.
2.Protégé scores on a HPWS index is positively related to three individual task behaviors each.
3.Mentoring functions are postitively related to three individual task behaviors each.
4.Some mentoring functions are mediating the relationship of HPWS index and three individual task behavior each, except modeling function of mentoring functions are not mediating the relationship of HPWS index and individual task proactiveity of individual task behavior.

摘要 i
Abstract ii
謝誌 iv
目錄 v
表目錄 vi
圖目錄 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 高績效工作系統 5
第二節 師徒功能 11
第三節 個人任務行為 23
第三章 研究方法 32
第一節 研究架構與假設 32
第二節 研究變項定義與衡量工具 35
第三節 研究樣本 44
第四節 資料分析方法 47
第四章 研究結果 48
第一節 研究變項間之相關分析 48
第二節 主要效果之檢驗 51
第三節 中介效果之檢驗 63
第五章 結論與建議 70
第一節 研究結論 70
第二節 學術與管理實務意涵 74
第三節 研究限制與後續研究建議 77
參考文獻 79
一、 中文部分 79
二、 英文部分 81

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