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題名 以社會學習理論探討師徒建言之關係：師徒功能與知覺相似性的調節效果
A Social Learning Perspective of Voice in Mentoring: The Roles of Mentoring Functions and Perceived Similarity作者 羅家翔
Loo, Jia Xiang貢獻者 胡昌亞
Hu, Chang Ya
羅家翔
Loo, Jia Xiang關鍵詞 師徒關係
建言行為
社會學習理論
知覺相似性
師徒功能
Mentoring relationship
Mentors’ voice behavior
Protégés’ voice behavior
Social exchange theory
Mentor-Protégé Perceived Similarity
Mentoring functions日期 2017 上傳時間 13-Sep-2017 16:01:43 (UTC+8) 摘要 師徒關係是職場中重要的人際關係。有鑑於此，本研究以社會學習理論為基礎，探討師父建言與徒弟建言之關係，並且探討師徒的知覺相似性與師徒功能對前述關係之調節效果。建言行為，意指員工主動地在他人面前提出與工作相關的意見、想法或建議，以試圖改善組織或單位的運作。 本研究以社會學習理論的觀點，並參考Morrison (2011)提出的建言理論模式，採取便利抽樣的方式進行收集資料，對228份的有效樣本以階層迴歸分析進行假設檢驗。 研究結果指出，師父的建言行為與徒弟的建言行為有顯著的正向關係，且師父與徒弟的相似程度會增強前述的正向關係，使得在師父與徒弟之間的相似程度高的情況下，師父建言行為與徒弟建言行為的正向關係較強。然而，師徒功能則削弱前述正向關係，當師徒功能低的情況下， 師父建言行為與徒弟建言行為的正向關係較強。本研究將針對其理論與實務意涵進行討論。此論文研究希望可以供企業作為未來管理事務參考，讓企業內部組織環境的運作更具效率。
Using the social exchange theory as the foundation, this study examined the potential positive relationship between mentors’ voice behavior and protégés’ voice behavior. Furthermore, this study examined the moderating roles of mentor-protégé perceived similarity and mentoring functions in the above relationship. Data were collected from 228 current incumbents who participated in an online survey. Results of regression analyses indicated that mentors’ voice behavior positively associated with protégés’ voice behavior. Furthermore, mentor-protégé perceived similarity moderated the above relationship such that the positive relationship was stronger in high similar condition. Mentoring functions also moderated the above relationship such that the positive relationship was stronger in low mentoring functions condition. Theoretical and practical implications were discussed.參考文獻 莊謹維（2015）。工作不安全感與高才低就對工作滿意度之關係-師徒功能與徒弟前瞻性人格之調節角色。國立政治大學企業管理研究所，碩士論文，21-23。黃柏儒（2015）。師徒功能與工作不安全感關係之探討。國立政治大學企業管理研究所，碩士論文，19-20。周廷穎（2017）。師父工作不安全感與師徒功能關係之探討-組織競爭氣候知覺與師徒關係類型之調節效果。國立政治大學企業管理研究所，碩士論文，11-12。紀乃文，石蕙菱，郭智涵（2015）。建言或諫言？探討員工正、負向心情與促進性／預防性建言行為的關係：環境知覺與領導風格的干擾效果。管理學報三二卷一期，頁51-61。池文海 許立群 林庭妤（2014）從品牌社群成員相似性觀點探討社群公民行為之研究。國立東華大學企業管理學系/大葉大學休閒事業管理學系 5-6。傅强，段錦雲，田曉明 (2012)。員工建言行為的情緒機制：一個新的探索視角，心理科學進展，20(2)，274–282。陳玉樹、謝宜拚(1997)，「師徒功能對工作績效的影響：以職場個人學習為中介效果」。中正教育研究期刊七卷二期，頁65-96。李伊尚(1998)，「師徒功能認知對知識移轉績效之影響－以研究訓練環境為干擾變項」。國立高雄師範大學人力與知識管理研究所碩士學位論文。鄭仁偉（2009）。解構建言行為的中介效果：以個人與群體配適、心理安全機制來預測建言行為，國立台灣科技大學企業管理研究所。紀乃文、陳建丞 (2011)。分店服務氣候、正向團隊情感氛圍、服務人員正向情緒表達與顧客購買決策關聯性之探討。組織與管理，4(1)，129-162。蔡維奇、紀乃文 (2008)。團隊情感氛圍形成的前因、情境調節、及個人層次後果變項之研究。組織與管理，1(1)，1-37。李銳，淩文輇，柳士順 (2009)。上司不當督導對下屬建言行為的影響及其作用機制，心理學報，41(12)，1189–1202。郭智涵（2013）。建言或諫言？探討員工正、負向心情與促進性／預防性建言行為的關係：環境知覺與領導風格的干擾效果。國立中山大學人力資源管理研究所，碩士論文，11-12。段錦雲 (2011)。中國背景下建言行為研究：結構、形成機制及影響，心理科學進展，19(2)，185–192。鄭仁偉、郭智輝、袁梅玲、陳春希、許惠珊、廖心瀅（2014）。員工利他/自利導向與建言行為/生涯成功的關係。就業與勞動關係，4(2)，3-25。梁建. (2014). 道德領導與員工建言：一個調節-中介模型的構建與檢驗。心理學報, 46(2), 252-264。陳信宏(1995)，「人際吸引對師徒間相似性與師徒功能中介效果之探討」。國立台灣科技大學企業管理系研究所碩士學位論文。楊美玉, & 柯佑宗. (2015). 人們為何能勇於建言？建言自我效能與團隊建言行為的效果.臺大管理論叢, 25(3), 39-66。周麗芳, 任金剛, & 林守紀. (2013). 轉型領導與建言行為 : 文化價值觀的關鍵角色. 組織與管理, 6(2), 115-159。Browne, M.W., & Cudeck, R. (1993). Alternative ways of assessing model fit. In K. A.Bollen & J. S. Long (Eds.), Testing structural equation models (pp. 136–162).Burris, E.R., Detert, J.R., & Chiaburu, D.S. (2008). Quitting before leaving: The mediating effects of psychological attachment and detachment on voice. Journal of Applied Psychology, 93, 912–922.Chiaburu, D.S., Marinova, S.V., & Van Dyne, L. (2008). Should I do it or not? An initial model of cognitive processes predicting voice behaviors. In L.T. Kane and M.R. Poweller (Eds.), New York: Nova Science Publishers, 127-153.Clark, M. S. and Isen, A. M. (1982). Toward understanding the relationship between feeling states and social behavior. In: Hastorf, A. and Isen, A. M. 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Newbury Park, CA: Sage.Feldman, D. C. & Weitz, B. A. (1991). From the invisible hand to the glad hand: Understanding a careerist orientation to work, Human Resource Mangement, 30, 237-257.Ferris, G. R., Fedor, D. B., Chachere, J. G., & Pondy, L. R. (1989). Myths & politics in organizational contexts. Group & Organization Studies, 14, 83-103.Ferris, G.R., Ammeter, A. P., Douglas, C., & Goka, H. (2004). A social relationship conceptualization of trust and accountability in organizations. Human Resources Management Review, 14, 47-65.Fons, N., Ad Van, I., & Robert, R. (2007). Organizational cynicism: Extending the exit, voice, loyalty, & neglect model of employees’ responses to adverse conditions in the workplace.Gao, L., Onne Janssen, O., & Shi, K. (2011). Leader trust and employee voice: The moderating role of empowering leader behaviors. The Leadership Quarterly, 22, 787-798.Human Relations, 60(5), 683-718. Frink, D. D., & Klimoski, R. J. (1998). Toward a theory of accountability in organizations and human resources management. Research in Personnel and Human Resources Management, 16, 1-51.Fuller, J. B., Laura E., Marler, K., & Hester, K (2006). Promoting felt responsibility for constructive change and proactive behavior: exploring aspects of an elaborated model of work design. Journal of Organizational Behavior, 27, 1089-1120.Fuller, J. B., Barnett, T., Hester, K., Relyea, C., & Frey, L. (2007). An exploratory examination of voice behavior from an impression management perspective. Journal of Managerial Issues, 19, 134-151.Kram, K. E. (1983). Phases of the mentor relationship. Academy of Management Journal,26(4), 608-625.Kram, K. E. (1985a). Mentoring at work : Developmental relationships in organizational life.:Glenview, IL.: Scott Foresman.Kram, K. E. (1985b). Improving the mentoring process. Training & Development Journal,39(4), 40-43.Lankau, M. J., Riordan, C. M., & Thomas, C. H. (2005). The effects of similarity and liking in formal relationships between mentors and proteges. Journal of Vocational Behavior, 67, 252–265.Levinson, D. J., Darrow, D., Klein, E., Levinson, M., & McKee, B. (1978). Seasons of aman`s life. New York: Knopf.Noe, R. A. (1988). An investigation of the determinants of successful assigned mentoring relationships. Personnel Psychology, 41(3), 457479Scandura, T. A. (1992). Mentorship and Career Mobility: An Empirical Investigation. Journal of Organizational Behavior, 13(2), 169-174.Vecchio, R., Justin, J., & Pearce, C. (2008). The utility of transactional and transformational leadership for predicting performance and satisfaction within a path-goal theory framework. Journal of Occupational and Organizational Psychology, 81 (1), pp. 71–82.Vosburg, S. K. (1998). The effects of positive and negative mood on divergent thinking performance. Creativity Research Journal, 11: 165–172. Vosburg, S. K.1998b. Mood and the quantity and quality of ideas. Creativity Research Journal,11: 315–324.Walumbwa, F. O., Avolio, B. J., & Zhu, W. (2008). How transformational leadership weaves its influence on individual job performance: The role of identification and efficacy beliefs. Personnel Psychology, 61, 793-825. 描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
104363129資料來源 http://thesis.lib.nccu.edu.tw/record/#G0104363129 資料類型 thesis dc.contributor.advisor 胡昌亞 zh_TW dc.contributor.advisor Hu, Chang Ya en_US dc.contributor.author (Authors) 羅家翔 zh_TW dc.contributor.author (Authors) Loo, Jia Xiang en_US dc.creator (作者) 羅家翔 zh_TW dc.creator (作者) Loo, Jia Xiang en_US dc.date (日期) 2017 en_US dc.date.accessioned 13-Sep-2017 16:01:43 (UTC+8) - dc.date.available 13-Sep-2017 16:01:43 (UTC+8) - dc.date.issued (上傳時間) 13-Sep-2017 16:01:43 (UTC+8) - dc.identifier (Other Identifiers) G0104363129 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/112830 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 企業管理研究所(MBA學位學程) zh_TW dc.description (描述) 104363129 zh_TW dc.description.abstract (摘要) 師徒關係是職場中重要的人際關係。有鑑於此，本研究以社會學習理論為基礎，探討師父建言與徒弟建言之關係，並且探討師徒的知覺相似性與師徒功能對前述關係之調節效果。建言行為，意指員工主動地在他人面前提出與工作相關的意見、想法或建議，以試圖改善組織或單位的運作。 本研究以社會學習理論的觀點，並參考Morrison (2011)提出的建言理論模式，採取便利抽樣的方式進行收集資料，對228份的有效樣本以階層迴歸分析進行假設檢驗。 研究結果指出，師父的建言行為與徒弟的建言行為有顯著的正向關係，且師父與徒弟的相似程度會增強前述的正向關係，使得在師父與徒弟之間的相似程度高的情況下，師父建言行為與徒弟建言行為的正向關係較強。然而，師徒功能則削弱前述正向關係，當師徒功能低的情況下， 師父建言行為與徒弟建言行為的正向關係較強。本研究將針對其理論與實務意涵進行討論。此論文研究希望可以供企業作為未來管理事務參考，讓企業內部組織環境的運作更具效率。 zh_TW dc.description.abstract (摘要) Using the social exchange theory as the foundation, this study examined the potential positive relationship between mentors’ voice behavior and protégés’ voice behavior. Furthermore, this study examined the moderating roles of mentor-protégé perceived similarity and mentoring functions in the above relationship. Data were collected from 228 current incumbents who participated in an online survey. Results of regression analyses indicated that mentors’ voice behavior positively associated with protégés’ voice behavior. Furthermore, mentor-protégé perceived similarity moderated the above relationship such that the positive relationship was stronger in high similar condition. Mentoring functions also moderated the above relationship such that the positive relationship was stronger in low mentoring functions condition. Theoretical and practical implications were discussed. en_US dc.description.tableofcontents 第一章 緒論 1第一節 研究動機 1第二節 研究方向與目的 3第二章 文獻探討 4第一節 員工建言行為、師徒關係與社會學習理論 4第二節 調節作用之討論 9第三節 研究架構 12第三章 研究方法 13第一節 抽樣設計方法 13第二節 研究變項定義與測量方法 14第三節 資料分析方法 18第四章 研究結果 19第一節 樣本描述 19第二節 研究變項描述性統計分析 23第三節 迴歸分析 25第五章 結論 29第一節 討論 29第二節 研究限制與未來建議 30第三節 研究貢獻與管理意涵 33參考文獻 37 zh_TW dc.format.extent 997683 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0104363129 en_US dc.subject (關鍵詞) 師徒關係 zh_TW dc.subject (關鍵詞) 建言行為 zh_TW dc.subject (關鍵詞) 社會學習理論 zh_TW dc.subject (關鍵詞) 知覺相似性 zh_TW dc.subject (關鍵詞) 師徒功能 zh_TW dc.subject (關鍵詞) Mentoring relationship en_US dc.subject (關鍵詞) Mentors’ voice behavior en_US dc.subject (關鍵詞) Protégés’ voice behavior en_US dc.subject (關鍵詞) Social exchange theory en_US dc.subject (關鍵詞) Mentor-Protégé Perceived Similarity en_US dc.subject (關鍵詞) Mentoring functions en_US dc.title (題名) 以社會學習理論探討師徒建言之關係：師徒功能與知覺相似性的調節效果 zh_TW dc.title (題名) A Social Learning Perspective of Voice in Mentoring: The Roles of Mentoring Functions and Perceived Similarity en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 莊謹維（2015）。工作不安全感與高才低就對工作滿意度之關係-師徒功能與徒弟前瞻性人格之調節角色。國立政治大學企業管理研究所，碩士論文，21-23。黃柏儒（2015）。師徒功能與工作不安全感關係之探討。國立政治大學企業管理研究所，碩士論文，19-20。周廷穎（2017）。師父工作不安全感與師徒功能關係之探討-組織競爭氣候知覺與師徒關係類型之調節效果。國立政治大學企業管理研究所，碩士論文，11-12。紀乃文，石蕙菱，郭智涵（2015）。建言或諫言？探討員工正、負向心情與促進性／預防性建言行為的關係：環境知覺與領導風格的干擾效果。管理學報三二卷一期，頁51-61。池文海 許立群 林庭妤（2014）從品牌社群成員相似性觀點探討社群公民行為之研究。國立東華大學企業管理學系/大葉大學休閒事業管理學系 5-6。傅强，段錦雲，田曉明 (2012)。員工建言行為的情緒機制：一個新的探索視角，心理科學進展，20(2)，274–282。陳玉樹、謝宜拚(1997)，「師徒功能對工作績效的影響：以職場個人學習為中介效果」。中正教育研究期刊七卷二期，頁65-96。李伊尚(1998)，「師徒功能認知對知識移轉績效之影響－以研究訓練環境為干擾變項」。國立高雄師範大學人力與知識管理研究所碩士學位論文。鄭仁偉（2009）。解構建言行為的中介效果：以個人與群體配適、心理安全機制來預測建言行為，國立台灣科技大學企業管理研究所。紀乃文、陳建丞 (2011)。分店服務氣候、正向團隊情感氛圍、服務人員正向情緒表達與顧客購買決策關聯性之探討。組織與管理，4(1)，129-162。蔡維奇、紀乃文 (2008)。團隊情感氛圍形成的前因、情境調節、及個人層次後果變項之研究。組織與管理，1(1)，1-37。李銳，淩文輇，柳士順 (2009)。上司不當督導對下屬建言行為的影響及其作用機制，心理學報，41(12)，1189–1202。郭智涵（2013）。建言或諫言？探討員工正、負向心情與促進性／預防性建言行為的關係：環境知覺與領導風格的干擾效果。國立中山大學人力資源管理研究所，碩士論文，11-12。段錦雲 (2011)。中國背景下建言行為研究：結構、形成機制及影響，心理科學進展，19(2)，185–192。鄭仁偉、郭智輝、袁梅玲、陳春希、許惠珊、廖心瀅（2014）。員工利他/自利導向與建言行為/生涯成功的關係。就業與勞動關係，4(2)，3-25。梁建. 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