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系統識別號 U0026-2711201216501300
論文名稱(中文) 主管-員工相似性、領導者與部屬交換關係與職場師徒功能支持關連性研究
論文名稱(英文) Similarity between Supervisor and Employee, LMX and Supervisory mentoring support
校院名稱 成功大學
系所名稱(中) 企業管理學系專班
系所名稱(英) Department of Business Administration (on the job class)
學年度 101
學期 1
出版年 101
研究生(中文) 莊淑怡
研究生(英文) Shu-Yi Chuang
學號 R47991166
學位類別 碩士
語文別 中文
論文頁數 123頁
口試委員 口試委員-劉玉雯
口試委員-許竹君
指導教授-史習安
中文關鍵字 相似性  領導者與部屬交換關係  師徒功能支持  支持性組織氣候 
英文關鍵字 Similarity  Leader-member exchange (LMX)  Mentoring function  Supportive organizational climate 
學科別分類
中文摘要 在身處競爭激烈的環境中,我們職涯的發展從一穩定的線性轉變成為無邊界且不可預測,所以在職涯上我們需要有快速適應環境與快速學習的能力,而「關係」是職涯發展上的重要資源之一,而職場上的導師是幫助我們個人能快速克服職涯上之挑戰工作的重要關鍵。但並非每一段師徒關係都是成功的案例,本研究欲更進一步了解影響職場師徒功能支持的因素。
故本研究以台灣各產業為研究對象,收集334 份主管與部屬配對之問卷,希望瞭解主管與部屬間的相似性、領導者與部屬交換關係與職場師徒功能支持關連性研究,相似性的分類包含:態度認知相似性、勤勉審慎人格特質與主動積極人格特質的相似性。此外,也進一步討論主管之為人導師意願、師徒經驗與支持性組織氣候是否能分別調節領導者與部屬交換關與職場師徒功能支持之間的關係。經由實證分析,本研究分析結果如下:
(一) 主管與部屬相似性程度越高時,則領導者與部屬交換關係越好。
(二) 領導者與部屬交換關係越好時,則部屬感受較高的職場師徒功能支
持。
(三) 領導者與部屬交換關係在主管與部屬相似性與職場師徒功能支持之
間,具有中介效果。
(四) 支持性組織氣候對於領導者與部屬交換關係與職涯發展支持、角色模
範之間,具有調節效果。
英文摘要 Living in a highly competitive environment, our career development has shifted from linear and stable to boundaryless and unpredictable. Therefore, we need to have the flexibility to adapt and learn quickly. Relationships are one of the most valuable resources for career development, and supervisory mentors are key source of stability in assisting individuals to successfully adapt to career challenges. Not all mentoring relationships work successfully, this study tried to examine the factors which affect supervisory mentoring support.
This study collected data from 334 matched pairs of employees and supervisors from a variety of industries in Taiwan and investigated the relationships between the role of similarity (including perceived attitudes,conscientiousness and proactive personality), Leader-member exchange (LMX) and supervisory mentoring support. Meanwhile, this study also investigated the moderating role of supervisor’s willingness to mentor, pirior experience in mentoring relationships.
The conclusions are as follows. First, there is the positive relationship between similarity and LMX. Secondly, LMX is positively associated with supervisory mentoring support. Thirdly, LMX mediates the relationship between similarity and supervisory mentoring support. Finally, supportive organizational climate positively moderates the relationship between LMX and career support/role modeling.
論文目次 目 錄 I
表目錄 III
圖目錄 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 4
第三節 章節架構 4
第二章 文獻探討 6
第一節 相似性 6
第二節 領導者與部屬交換關係 9
第三節 職場師徒功能支持 17
第四節 為人導師的意願與師徒關係經驗的調節效果 24
第五節 支持性組織氣候的調節效果 29
第三章 研究方法 34
第一節 研究架構 34
第二節 研究假設 35
第三節 研究變數 39
第四節 問卷設計 42
第五節 抽樣方法 49
第六節 資料分析方法 51
第四章 實證分析結果 55
第一節 樣本基本資料分析 55
第二節 信度分析 59
第三節 建構效度分析 65
第四節 相關性分析 72
第五節 層級迴歸分析 74
第六節 階層線性模式分析 86
第七節 研究假說結果整理 93
第五章 結論與建議 96
第一節 研究結論 96
第二節 研究貢獻與限制 101
第三節 研究建議 103
參考文獻 105
附 錄I:問 卷 A 117
附 錄Ⅱ:問 卷 B 120
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