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題名 以社會學習理論探討師徒功能中介師徒心理資本之關係：師徒關係類型的調節效果
A social learning perspective on the relationship between psychological capital and mentoring functions: the moderating role of mentorship formality作者 戴湘芸
Tai, Hsiang-Yun貢獻者 胡昌亞
戴湘芸
Tai, Hsiang-Yun關鍵詞 師徒關係
師徒功能
心理資本
社會學習理論
Mentorship formality
Mentoring function
Psychological capital
Social learning theory日期 2018 上傳時間 23-Jan-2019 16:47:42 (UTC+8) 摘要 本研究以社會學習理論為基礎，探討師父心理資本與徒弟心理資本之正向關係，並透過師徒功能是否中介前述正向關係。此外，也將探討師徒關係類型（正式性或非正式性）是否調節師父心理資本與師徒關係之正向關係。本研究採取便利抽樣方式進行資料蒐集，共獲得183組有效師徒配對資料，並且以多元階層迴歸分析進行研究假設考驗。根據研究結果，師父四項正向心理資本都分別與徒弟四項正向心理資本有正向關係。然而，師徒功能僅部分中介師徒間自我效能、希望與復原力三項心理資本之關係。在調節效果部分，師徒關係類型調節師父自我效能和師父復原力與師徒功能之關係，在正式師徒關係中，前述兩類正向關係較強。此研究希望可以提供未來研究者做延伸研究，並對企業帶來管理實務上的應用參考，使未來企業能愈來愈重視師徒關係以及心理資本上的討論。
Based on the social learning theory, this study explores the positive relationship between mentors’ psychological capital and the protégés’ psychological capital, and whether mentoring functions mediate the aforementioned positive relationship. In addition, it will also explore whether the mentorship formality moderate the positive relationship between mentors’ psychological capital and mentoring functions. In this study, data collection was conducted by means of convenient sampling. Totally, the 183 valid questionnaires were collected, and the hypothesis test was conducted by multivariate regression analysis. According to the research results, mentors’ four positive psychological capitals are positively related to the four positive psychological capitals of the protégés’. However, the mentoring function is only partly related to the relationship between the self-efficacy, hope and resilience. Furthermore, the mentorship formality moderate mentors’ self-efficacy and mentoring function, also moderate mentors’ resilience and mentoring function. In the formal mentoring relationship, the two types of positive relationship are stronger. This research hopes to provide future researchers with extended research and bring application references to management practices.參考文獻 王仲安（2009）。高承諾人力資源管理系統、心理資本與變革導向組織公民行為關係—跨層次觀點。未出版之碩士論文，國立東華大學，人力資源發展系，臺東縣。王毓瑞、黃能堂，（2010）。導師制度之運用與企業人才之培訓—以台電公司新進人員培訓實務為例。台灣教育，662，50-56。李昭蓉，（2012）。師徒怎麼配？論師徒功能、員工知識分享與創新行為關係中師徒類型之調節角色。人力資源管理學報，12(4)，81-105。余民寧、陳柏霖、湯雅芬，（2012）。大學生心理資本量表編製及其相關因素之研究。教育研究與發展期刊，8(4)，19-52。林佳暖（2005）。師徒關係與組織承諾。未出版之碩士論文，國立中央大學，人力資源管理研究所，桃園市。洪瑜珮（2008）。師徒功能對房屋仲介業務人員工作績效的影響：自我效能之中介效果。未出版之碩士論文，國立中正大學，成人及繼續教育所，嘉義縣。陳盈儒（2010）。雲林縣國小教師心理資本與工作生活品質之相關研究。未出版之碩士論文，國立嘉義大學，教育行政與政策發展研究所，嘉義市。溫玲玉、林泳全，（2012）。員工壓力、心理資本及工作滿意度之關聯性研究－以西進大陸台商為例。技職教育期刊，5，41-52。鄭瑩妮、胡昌亞、簡世文，（2013）。師徒功能與徒弟知識分享。商略學報，5(1)，37-56。羅家翔（2016），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。未出版之碩士論文，國立政治大學，企業管理研究所(MBA學位學程)，台北市。Avey, J. B., Patera, J . L. & West, B, J, (2006). The implications of positive psychological capital on employee absenteeism, Journal of Leadership & Organizational Studies (JLOS), 13, 42-60.Avey, J. B., Wernsing, T. S., & Luthans, F, (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors, The Journal of Applied behavioral Science, 44(1), 48-70.Bandura, A. (1977). Social learning theory, Englewood Cliffs, NJ: Prentice-Hall.Bandura, A. (1997). Self-efficacy: The exercise of control, New York: Freeman.Chao, G. T., Walz, P.M., & Gardner, P. D. (1992). Formal & informal mentoringships: A comparison on mentoring functions & contrast with nonmentored counterparts, Personnel Psychology, 45(3), 619-636.Fisher, B., & Baker, D. (1994). Mentoring, London: Library Association Publishing.Fagenson-Eland, E. A., Marks, M. A., & Amendola, K. L. (1997). Perceptions of mentoring relationships, Journal of Vocational Behavior, 51(1), 29-42.Hu, C., Pellegrini, E.K., & Scandura, T.A. (2011). Measurement invariance in mentoring research: A cross-cultural examination across Taiwan and the U.S., Journal of Vocational Behavior, 78, 274-282.Kram, K. E. (1985). Mentoring at work: Developmental relationships in organizational life, Glenview, IL: Scott Foresman.Kram, K. E. (1985). Improving the Mentoring Process, Training and Development Journal, 40-43.Luthans, F. (2002a). The need for and meaning of positive organizational behavior, Journal of Organizational Behavior, 23, 695-706.Luthans, F. (2002b). Positive organizational behavior: Developing and managing psychological strengths, Academy of Management Executive, 16, 57-72.Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage, Organizational Dynamics, 33, 143-160.Luthans, F., & Youssef, C. M. (2007). Emerging positive organizational behavior, Journal of Management, 33, 321-349.Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction, Personnel Psychology, 60, 541-572.Luthans, F., Avolio, B. J., Avey, j. B., Norman, S. M., & Combs, G. M. (2006). Psychological capital development: Toward a micro-intervention, Journal of Organizational Behavior, 27, 387-393.Luthans, F., Avolio, B. J., Walumbwa, F. O., & Li, W. (2005). The psychological capital of Chinese workers: Exploring the relationship with performance, Management and Organization Review,1, 247-269.Luthans, F., Luthans, K. W., & Luthans, B. C. (2004). Positive psychological capital: Beyond human and social capital, Business Horizons, 47(1), 45-50.Luthans, F., Jensen, S.M. (2002) Hope: A New Positive Strength for Human Resource Development. Human Resource Development Review, 1, 304-322.Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge, Oxford, UK: Oxford University Press.Ragins, B. R., Cotton, J. L., & Miller, J. S. (2000). Marginal mentoring: The effects of type of mentor, quality of relationship, & program design on work & career attitudes, Academy of Management Journal, 43(6), 1177-1194.R. M. Baron, and D. A. Kenny. (1986). The moderator-mediator distinction in social psychological research: Conceptual, strategic, and statistical considerations, Journal of Personality and Social Psychology, 51(6), 1173–1182.Scandura, T. A. (1992). Mentorship & career mobility: An empirical investigation, Journal of Organizational Behavio, 13, 169-174.Wilson, J. A., & Elman, N. S. (1990). Organizational benefits of mentoring. Academy of Management Executive, 4(4), 88-94. 描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
106363059資料來源 http://thesis.lib.nccu.edu.tw/record/#G0106363059 資料類型 thesis dc.contributor.advisor 胡昌亞 zh_TW dc.contributor.author (Authors) 戴湘芸 zh_TW dc.contributor.author (Authors) Tai, Hsiang-Yun en_US dc.creator (作者) 戴湘芸 zh_TW dc.creator (作者) Tai, Hsiang-Yun en_US dc.date (日期) 2018 en_US dc.date.accessioned 23-Jan-2019 16:47:42 (UTC+8) - dc.date.available 23-Jan-2019 16:47:42 (UTC+8) - dc.date.issued (上傳時間) 23-Jan-2019 16:47:42 (UTC+8) - dc.identifier (Other Identifiers) G0106363059 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/122147 - 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) 106363059 zh_TW dc.description.abstract (摘要) 本研究以社會學習理論為基礎，探討師父心理資本與徒弟心理資本之正向關係，並透過師徒功能是否中介前述正向關係。此外，也將探討師徒關係類型（正式性或非正式性）是否調節師父心理資本與師徒關係之正向關係。本研究採取便利抽樣方式進行資料蒐集，共獲得183組有效師徒配對資料，並且以多元階層迴歸分析進行研究假設考驗。根據研究結果，師父四項正向心理資本都分別與徒弟四項正向心理資本有正向關係。然而，師徒功能僅部分中介師徒間自我效能、希望與復原力三項心理資本之關係。在調節效果部分，師徒關係類型調節師父自我效能和師父復原力與師徒功能之關係，在正式師徒關係中，前述兩類正向關係較強。此研究希望可以提供未來研究者做延伸研究，並對企業帶來管理實務上的應用參考，使未來企業能愈來愈重視師徒關係以及心理資本上的討論。 zh_TW dc.description.abstract (摘要) Based on the social learning theory, this study explores the positive relationship between mentors’ psychological capital and the protégés’ psychological capital, and whether mentoring functions mediate the aforementioned positive relationship. In addition, it will also explore whether the mentorship formality moderate the positive relationship between mentors’ psychological capital and mentoring functions. In this study, data collection was conducted by means of convenient sampling. Totally, the 183 valid questionnaires were collected, and the hypothesis test was conducted by multivariate regression analysis. According to the research results, mentors’ four positive psychological capitals are positively related to the four positive psychological capitals of the protégés’. However, the mentoring function is only partly related to the relationship between the self-efficacy, hope and resilience. Furthermore, the mentorship formality moderate mentors’ self-efficacy and mentoring function, also moderate mentors’ resilience and mentoring function. In the formal mentoring relationship, the two types of positive relationship are stronger. This research hopes to provide future researchers with extended research and bring application references to management practices. en_US dc.description.tableofcontents 中文摘要 I英文摘要 II目次 III第一章 緒論 1第一節 研究動機 1第二節 研究方向及目的 3第二章 文獻探討 4第一節 心理資本、社會學習理論與師徒關係 4第二節 師徒功能對師徒心理資本之中介效果 7第三節 師徒關係的正式性類型之調節效果 8第三章 研究方法 10第一節 研究架構 10第二節 研究對象 11第三節 研究變項定義及衡量工具 11第四節 資料分析方法 14第四章 研究結果 15第一節 樣本描述性統計分析 15第二節 研究變項描述性統計分析 20第三節 迴歸分析 23第五章 結論 29第一節 研究討論 29第二節 研究貢獻與管理意涵 31第三節 研究限制與未來研究方向 32參考文獻 34附錄一 研究問卷（師父） 38附錄二 研究問卷（徒弟） 41 zh_TW dc.format.extent 1052469 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0106363059 en_US dc.subject (關鍵詞) 師徒關係 zh_TW dc.subject (關鍵詞) 師徒功能 zh_TW dc.subject (關鍵詞) 心理資本 zh_TW dc.subject (關鍵詞) 社會學習理論 zh_TW dc.subject (關鍵詞) Mentorship formality en_US dc.subject (關鍵詞) Mentoring function en_US dc.subject (關鍵詞) Psychological capital en_US dc.subject (關鍵詞) Social learning theory en_US dc.title (題名) 以社會學習理論探討師徒功能中介師徒心理資本之關係：師徒關係類型的調節效果 zh_TW dc.title (題名) A social learning perspective on the relationship between psychological capital and mentoring functions: the moderating role of mentorship formality en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 王仲安（2009）。高承諾人力資源管理系統、心理資本與變革導向組織公民行為關係—跨層次觀點。未出版之碩士論文，國立東華大學，人力資源發展系，臺東縣。王毓瑞、黃能堂，（2010）。導師制度之運用與企業人才之培訓—以台電公司新進人員培訓實務為例。台灣教育，662，50-56。李昭蓉，（2012）。師徒怎麼配？論師徒功能、員工知識分享與創新行為關係中師徒類型之調節角色。人力資源管理學報，12(4)，81-105。余民寧、陳柏霖、湯雅芬，（2012）。大學生心理資本量表編製及其相關因素之研究。教育研究與發展期刊，8(4)，19-52。林佳暖（2005）。師徒關係與組織承諾。未出版之碩士論文，國立中央大學，人力資源管理研究所，桃園市。洪瑜珮（2008）。師徒功能對房屋仲介業務人員工作績效的影響：自我效能之中介效果。未出版之碩士論文，國立中正大學，成人及繼續教育所，嘉義縣。陳盈儒（2010）。雲林縣國小教師心理資本與工作生活品質之相關研究。未出版之碩士論文，國立嘉義大學，教育行政與政策發展研究所，嘉義市。溫玲玉、林泳全，（2012）。員工壓力、心理資本及工作滿意度之關聯性研究－以西進大陸台商為例。技職教育期刊，5，41-52。鄭瑩妮、胡昌亞、簡世文，（2013）。師徒功能與徒弟知識分享。商略學報，5(1)，37-56。羅家翔（2016），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。未出版之碩士論文，國立政治大學，企業管理研究所(MBA學位學程)，台北市。Avey, J. B., Patera, J . L. & West, B, J, (2006). The implications of positive psychological capital on employee absenteeism, Journal of Leadership & Organizational Studies (JLOS), 13, 42-60.Avey, J. B., Wernsing, T. S., & Luthans, F, (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors, The Journal of Applied behavioral Science, 44(1), 48-70.Bandura, A. (1977). Social learning theory, Englewood Cliffs, NJ: Prentice-Hall.Bandura, A. (1997). Self-efficacy: The exercise of control, New York: Freeman.Chao, G. T., Walz, P.M., & Gardner, P. D. (1992). Formal & informal mentoringships: A comparison on mentoring functions & contrast with nonmentored counterparts, Personnel Psychology, 45(3), 619-636.Fisher, B., & Baker, D. (1994). Mentoring, London: Library Association Publishing.Fagenson-Eland, E. A., Marks, M. A., & Amendola, K. L. (1997). Perceptions of mentoring relationships, Journal of Vocational Behavior, 51(1), 29-42.Hu, C., Pellegrini, E.K., & Scandura, T.A. (2011). Measurement invariance in mentoring research: A cross-cultural examination across Taiwan and the U.S., Journal of Vocational Behavior, 78, 274-282.Kram, K. E. (1985). Mentoring at work: Developmental relationships in organizational life, Glenview, IL: Scott Foresman.Kram, K. E. (1985). Improving the Mentoring Process, Training and Development Journal, 40-43.Luthans, F. (2002a). The need for and meaning of positive organizational behavior, Journal of Organizational Behavior, 23, 695-706.Luthans, F. (2002b). Positive organizational behavior: Developing and managing psychological strengths, Academy of Management Executive, 16, 57-72.Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage, Organizational Dynamics, 33, 143-160.Luthans, F., & Youssef, C. M. (2007). Emerging positive organizational behavior, Journal of Management, 33, 321-349.Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction, Personnel Psychology, 60, 541-572.Luthans, F., Avolio, B. J., Avey, j. B., Norman, S. M., & Combs, G. M. (2006). Psychological capital development: Toward a micro-intervention, Journal of Organizational Behavior, 27, 387-393.Luthans, F., Avolio, B. J., Walumbwa, F. O., & Li, W. (2005). The psychological capital of Chinese workers: Exploring the relationship with performance, Management and Organization Review,1, 247-269.Luthans, F., Luthans, K. W., & Luthans, B. C. (2004). Positive psychological capital: Beyond human and social capital, Business Horizons, 47(1), 45-50.Luthans, F., Jensen, S.M. (2002) Hope: A New Positive Strength for Human Resource Development. Human Resource Development Review, 1, 304-322.Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge, Oxford, UK: Oxford University Press.Ragins, B. R., Cotton, J. L., & Miller, J. S. (2000). Marginal mentoring: The effects of type of mentor, quality of relationship, & program design on work & career attitudes, Academy of Management Journal, 43(6), 1177-1194.R. M. Baron, and D. A. Kenny. (1986). The moderator-mediator distinction in social psychological research: Conceptual, strategic, and statistical considerations, Journal of Personality and Social Psychology, 51(6), 1173–1182.Scandura, T. A. (1992). Mentorship & career mobility: An empirical investigation, Journal of Organizational Behavio, 13, 169-174.Wilson, J. A., & Elman, N. S. (1990). Organizational benefits of mentoring. Academy of Management Executive, 4(4), 88-94. zh_TW dc.identifier.doi (DOI) 10.6814/THE.NCCU.MBA.002.2019.F08 en_US
