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題名:職場導師制關係效能之前因與成效
作者:黃靖媛
作者(外文):Ching-Yuan Huang
校院名稱:國立中正大學
系所名稱:企業管理所
指導教授:艾昌瑞
連雅慧
學位類別:博士
出版日期:2008
主題關鍵詞:關係品質工作成效關係學習轉換領導關係效能護理人員師徒人際吸引職場導師制relationship qualitywork outcometransformational leadershipinterpersonal attractionnurserelationship effectivenessmentoringrelationship learning
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如何讓新招募進來的人員在最短時間內熟悉工作內容、傳承組織的經驗與知識,一直是人力資源管理的重要議題,因此職場導師制之概念在今日的職場實務中愈來愈受到重視,因為它能促進新進人員職涯發展以及降低新進人員離職率;本研究將焦點鎖定在職場導師與職場導生之間互動關係的關係效能上,關係效能所代表的是在這樣的制度實施後,職場導師關係之發展與維繫是否成孕B有效.
本研究嘗試驗證包括人際吸引、自我效能與轉換型領導等三項前因變數是否會影響關係效能、職場導師弁酮O否在上述路徑中具有中介效果,以及關係效能是否會對導生的工作成效產生影響。在實證的部份,乃以問卷調查的方式,針對台灣北、中、南各一家區域級以上醫院之新進護理人員進行問卷調查,得到有效樣本306份,有效問卷回收率為99.35%。在檢驗樣本資料之共同方法變異、信度與效度後,採用結構方程模式來檢驗研究模式並且與競爭模式作比較。
研究結果發現,在前因部分,職場導師與導生間的人際吸引、職場導師之轉換型領導行為以及職場導師弁酮珝|對關係效能產生顯著而正向的直接影響,此外,人際吸引以及轉換型領導尚會透過職場導師弁鄐坐中雅蘆G影響關係效能;唯導生的自我效能對關係效能的影響效果並未顯著;在後果方面,本研究發現職場導師制之關係效能確實能顯著正向影響導生的工作成效(包含:工作滿意度與組織承諾),而且影響程度非常高。
綜合上述研究結果,本研究發現目前醫院的新進護理人員職場導師制確實能創造良好的關係品質以及關係學習的效果,同時亦建議實務界在實施正式職場導師制時,可針對本研究所提出的人際吸引、轉換型領導以及職場導師弁鉞它]素於實務操作上加強,以提升職場導師制的關係效能、進而提升導生之工作成效。
[Background] Mentoring relationships in organizations have received increasing attentions as a means for enhancing the career development of new employees and reducing the increasing organizational turnover rate. Domestically, there has thus far been relatively little research into the area.
[Objectives] The present study focused on mentorship effectiveness from the perspective of the protege (mentee). The aim of this research was therefore threefold. To examine the effects of interpersonal attraction, self-efficacy and transformational leadership (antecedent variables) on relationship effectiveness respectively, to test mentoring function as a mediator, and to verify the effect of relationship effectiveness on new employees’ work outcome.
[Method] We employed self-administered questionnaires to collect research data and select new nurses of 3 regional hospitals as samples . In all, 308 nurse samples were obtained and the overall valid response rate was 99.35%. After testing common method variance, reliability, and validity, we adopted structure equation model to test our research model and compared with the competitive model.
[Results] The findings indicated that interpersonal attraction, transformational leadership do have positive effects on relationship effectiveness, however, self-efficacy was not capable of providing adequate explanation of relationship effectiveness. Besides, mentoring function partially mediated the relationship between antecedents and mentorship effectiveness. The results also showed a striking effect of relationship effectiveness on work outcome variables including protege''s job satisfaction and organizational commitment.
[Conclusion] The results supported the conclusion that the formal mentoring among nurses undoubtedly was good for creating relationship quality and relationship learning (i.e. relationship effectiveness) between mentor and protégé. Accordingly, if the antecedent variables were strengthened, it would be helpful for the mentor-protege relationship effectiveness, and also the protege''s work outcomes.
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