| dc.contributor | 企業管理學系 | zh_Tw |
| dc.creator (作者) | 胡昌亞 | zh_TW |
| dc.date (日期) | 2014 | en_US |
| dc.date.accessioned | 22-Dec-2017 14:53:30 (UTC+8) | - |
| dc.date.available | 22-Dec-2017 14:53:30 (UTC+8) | - |
| dc.date.issued (上傳時間) | 22-Dec-2017 14:53:30 (UTC+8) | - |
| dc.identifier.uri (URI) | http://nccur.lib.nccu.edu.tw/handle/140.119/115302 | - |
| dc.description.abstract (摘要) | 根據師徒關係研究與職涯停滯的文獻指出，師父提供師徒功能與師父職涯停滯知覺此二變項之間，可能有以下三種關係：(1) 師父提供徒弟的支持能降低其職涯停滯知覺; (2) 師父的職涯停滯知覺能降低師父對徒弟提供的師徒支持; (3) 師父提供徒弟的師徒支持與其職涯停滯知覺兩者相互影響。本研究以縱貫性研究的方式進行資料收集，並採用交叉延宕模型來進行資料分析，以瞭解兩者之間的關係。本計畫也討論此研究在理論與管理實務上之意涵。 | zh_TW |
| dc.description.abstract (摘要) | A review of the mentoring and career plateau research literature suggests that the relationship between mentoring others mentors’ career plateau perceptions remains unclear. Three possible relationships may be derived from the career literature: (a) mentors’ provision of mentoring support to proteges reduces mentors’ career plateauing perceptions; (b) mentors’ career plateauing perceptions reduce their provision of mentoring support to proteges; and (c) mentors’ provision of mentoring support to proteges and mentors’ career plateauing perceptions are reciprocally related. Using a longitudinal research design, the proposed models were tested with cross-lagged models. Theoretical and managerial implications of the potential study findings are discussed. | en_US |
| dc.format.extent | 640790 bytes | - |
| dc.format.mimetype | application/pdf | - |
| dc.relation (關聯) | 執行起迄：2014/08/01~2015/10/31 | zh_TW |
| dc.relation (關聯) | 103-2628-H-004-006-SSS | zh_TW |
| dc.subject (關鍵詞) | 師徒關係;職涯停滯;交叉延宕模型 | zh_TW |
| dc.subject (關鍵詞) | Mentoring; Career Plateau; Cross-lagged Model | en_US |
| dc.title (題名) | 以交叉延宕模型探討良師提供師徒支持與其職涯停滯之關係 | _TW |
| dc.type (資料類型) | report | |
