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系統識別號 U0026-0108201323313800
論文名稱(中文) 以交換關係品質為基礎探討師徒制功能對知識移轉成效之影響-以某鋼鐵公司為例
論文名稱(英文) The effect of mentoring on the transfer of knowledge from the perspective of leader-member exchange quality – an example of a steel corporation in Taiwan
校院名稱 成功大學
系所名稱(中) 工業與資訊管理學系專班
系所名稱(英) Department of Industrial and Information Management (on the job class)
學年度 101
學期 2
出版年 102
研究生(中文) 林欣怡
研究生(英文) Hsin-Yi Lin
學號 R37001016
學位類別 碩士
語文別 中文
論文頁數 96頁
口試委員 指導教授-鄭詩瑜
口試委員-王維聰
口試委員-姜定宇
中文關鍵字 師徒制  師徒制功能  知識移轉成效  領導者與部屬交換關係品質 
英文關鍵字 mentoring  mentoring function  knowledge transfer performance  leader-member exchange theory (LMX) 
學科別分類
中文摘要 知識已成為當前經濟形勢的動力,企業競爭的重要來源,身處在快速變遷的外部環境,擁有知識才能持續維持組織與個人的競爭優勢(Jakubik, 2007)。個案公司於草創時期採集中大批進用人力,在未來十年內將面臨近50%資深員工年齡屆滿65歲之退休潮。Oakes & Rengarajan(2002)指出組織有80%以上的知識屬於內隱性知識,且大多儲存於員工身上,隨著員工的退休,公司將可能失去重要的智慧資產(Rowe & Widener, 2011);個案公司為避免多年的累積經驗與智慧資產隨著資深員工的退休而流逝,自民國九十五年底開始推行師徒制,期藉由資深者帶領資淺者,使資淺員工得以快速融入組織,縮短學習時間,落實知識移轉。因此,本研究目的欲藉由個案公司探討師徒制功能對知識移轉成效之影響,且由於師徒關係會受到彼此的關係品質而影響(Fletcher & Ragins, 2007),另以領導者與部屬交換關係品質探討其於兩者之間的調節效果。
本研究採師徒配對問卷發放,回收配對問卷數360份,有效配對問卷數337份,有效配對問卷回收率93.6%,經階層迴歸分析發現師徒制功能對知識移轉成效具有顯著的正向影響;師徒交換關係品質僅對師徒制之職涯功能、社會心理功能與知識移轉成效之間具有調節效果;亦即在師徒交換關係品質較低時,職涯相關功能與社會心理功能對知識移轉成效之間有較強的關聯性。
最後,根據研究結果,本研究討論其在實務上的管理意涵,以期對後續研究者能有所啟發,並提供組織管理者日後在推行知識移轉與經驗傳承時,決策之參考基礎。
英文摘要 Knowledge is the force of economical advance and the source of corporation advantage. Having knowledge can maintain competitive advantage of organization and individual in this fast-changing extrinsic environment (Jakubik, 2007). The case study hires massive employees in the stage of startup period, and is going to face up to 50% of employees retirement within10 years. 80% knowledge of organization belongs to intrinsic knowledge, and mostly stores in the employees (Oakes & Rengarajan, 2002). With the retirement of employees, corporation may lose the important knowledge assets. The corporation in this study has been implementing the mentoring system since 2006 to prevent the loss of long accumulating experience and knowledge assets with the retirement of employees. The corporation in this study expects that new employees can quickly join the organization and absorb the experience and knowledge from older employees through the mentoring system. Because Leader-Member Exchange (LMX) quality affects mentoring relationship, the motive of this study is going to explore the effect of mentoring on knowledge transfer and the moderating effect of LMX quality on both mentoring and knowledge transfer.
This study adopts mentoring paired questionnaire. 360 paired questionnaires are retrieved and the effective paired questionnaire are 337 (93.6%). By hierarchy regression analysis, the result shows that mentoring has positive effect on knowledge transfer. LMX only has moderating effect between the career related and social psychology functions of mentoring and knowledge transfer. Besides, in the low LMX quality, career related and social psychology functions shows stronger correlation on knowledge transfer.
Finally, this study explores the management application and expects to inspire future researcher on related studies. The results of this study may provide the corporation a reference to decide how to implement the knowledge and experience transfer.
論文目次 摘要 I
Abstract II
誌謝 IV
目錄 V
表目錄 VIII
圖目錄 IX
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 研究範圍與限制 3
第四節 研究流程 4
第二章 文獻探討 6
第一節 師徒制(Mentoring) 6
2.1.1. 師徒制之定義 6
2.1.2. 師徒制之功能 7
2.1.3. 師徒制之發展階段 10
2.1.4. 師徒制之類型 12
2.1.5. 師徒制之效益 15
第二節 知識移轉(Knowledge Transfer) 18
2.2.1 知識之內涵與定義 18
2.2.2 知識移轉之定義 19
2.2.3 知識移轉之組成與轉換模型 20
2.2.4 知識移轉之成效 25
第三節 領導者與部屬交換關係理論(Leader-Member Exchange Theory, LMX) 27
2.3.1. 領導者−部屬交換理論之內涵 27
2.3.2. 領導者−部屬交換理論之發展模型 28
第四節 小結 31
第三章 研究方法 33
第一節 研究架構 33
第二節 研究假設 34
第三節 研究對象 37
3.3.1個案公司簡介 37
3.3.2問卷研究對象 39
第四節 問卷設計 40
3.4.1 問卷設計流程 40
3.4.2 研究變項之操作性定義 41
3.4.3 問卷內容設計與量測 43
3.4.4 問卷前測 47
3.4.5 抽樣方法與抽樣樣本數 48
第五節 資料分析方法 49
3.5.1敘述性統計分析 49
3.5.2效度分析 49
3.5.3信度分析 50
3.5.4相關分析 50
3.5.5階層迴歸分析 51
第四章 研究結果 52
第一節 敘述性統計分析 52
第二節 研究變項之常態性檢定 58
第三節 驗證性因素分析 62
4.3.1 因素負荷量與信效度分析 62
4.3.2 適配度檢驗 65
第四節 相關分析 66
第五節 假設驗證 67
4.5.1. 師徒制功能對知識移轉成效之影響 68
4.5.2. 師徒交換關係品質對師徒制功能與知識移轉成效之調節效果 71
第五章 結論與建議 77
第一節 研究結論 77
5.1.1 師徒制功能對於知識移轉成效之影響 77
5.1.2 師徒交換關係品質於師徒制功能與知識移轉成效之調節效果 78
第二節 管理意涵 80
第三節 未來研究方向與建議 82
參考文獻 84
中文 84
英文 85
附錄一 91
附錄二 95
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