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題名：知覺組織支持對知識移轉程度之研究--以師徒功能為中介變項
書刊名：管理實務與理論研究
作者：余鑑 引用關係／于俊傑 引用關係／黃美萍／余采芳
作者(外文)：Yu, Chien／Yu, Chin-cheh／Huang, Mei-ping／Yu, Tsai-fang
出版日期：2011
卷期：5:3
頁次：頁1-18
主題關鍵詞：知覺組織支持；師徒功能；知識移轉程度；Perceived organizational support；Mentoring function；Degree of knowledge transfer
原始連結：連回原系統網址new window
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  • 被引用次數被引用次數:期刊(3) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:3
  • 共同引用共同引用:36
  • 點閱點閱:66
企業成敗在於人，除了識才惜才外，若沒有教導人才的良師，璞玉也不會變成和氏璧。成功師徒制須由組織支持與師徒間良性互動才可能成功，進而達到師徒間的知識移轉。本研究根據天下雜誌1000大製造業、500大服務業、100大金融業之人力資源從業人員的徒弟問卷，透過量化方式，探討知覺組織支持對知識移轉程度的影響，並驗證師徒功能是否扮演中介角色。本研究採便利抽樣方式，透過問卷進行實證研究，回收115份。其研究發現：一、知覺組織支持對師徒功能有正向影響。二、師徒功能對知識移轉程度有正向影響。三、知覺組織支持對知識移轉程度有正向影響。四、師徒功能在知覺組織支持與知識移轉程度扮演部份中介角色。
Success or failure of business lies in people. In addition to showing the employers' recognition and concerns about the recruits, the enterprise culture must be with organizational support, established between the mentors and the apprentices through which the latter can learn the successful experience of their masters and turned it into their own experience and wisdom. It was completed in the form of questionnaire, through quantitative methods, on the 1000 large manufacturers as reported by the Commonwealth Magazine, 500 service, 100 employees in the financial industry and human resources Apprentice. And the study is also to verify whether the mentoring functions play the mediating role in knowledge transfer. After screening questionnaires with incomplete answers, the research involves 115. The results are as follows: (1) Perceived Organizational Support has some significant positive influence on Mentoring Functions; (2) Perceived Organizational Support has significant positive influence on Career Function, Role Modeling and degree of Knowledge Transfer; (3) Mentoring Functions has some significant positive influence on degree of Knowledge Transfer; (4) Career Function, Role Modeling have significant positive influence on degree of Knowledge Transfer; (5) Mentoring function has partial mediating effect between Perceived Organizational Support and degree of Knowledge Transfer.
期刊論文
1.Eby, L. T.、Lockwood, A. L.、Butts, M.(2006)。Perceived Support for Mentoring: A Multiple Perspectives Approach。Journal of Vocational Behavior，68(2)，267-291。  new window
2.Wayne, Sandy J.、Shore, Lynn M.、Bommer, William H.、Tetrick, Lois E.(2002)。The Role of Fair Treatment and Rewards in Perceptions of Organizational Support and Leader-Member Exchange。Journal of Applied Psychology，87(3)，590-598。  new window
3.Fagenson, E. A.(1989)。The mentor advantage: perceived career/job experiences of proteges versus non-proteges。Journal of Organizational Behavior，10，309-320。  new window
4.Armeli, S.、Eisenberger, R.、Fasolo, P.、Lynch, P.(1998)。Perceived organizational support and police performance: The moderating influence of socio-emotional needs。Journal of Applied Psychology，83(2)，288-297。  new window
5.Chao, G. T.、Waltz, P. M.、Gardner, P. D.(1992)。Formal and Informal Mentorship: A Comparison of Mentoring Functions and Contrast with Non-mentored Counterparts。Personnel Psychology，45(3)，619-636。  new window
6.韓志翔、江旭新、楊敦程(20090100)。高承諾人力資源管理、知覺組織支持、信任與知識分享之關係探討：跨層次的分析。管理評論，28(1)，25-44+127-135。new window  延伸查詢new window
7.Eisenberger, Robert、Armeli, Stephen、Rexwinkel, Barbara、Lynch, Patrick D.、Rhoades, Linda(2001)。Reciprocation of perceived organizational support。Journal of Applied Psychology，86(1)，42-51。  new window
8.Kim, W. Chan、Mauborgne, Renée A.(1998)。Procedural justice, strategic decision making and the knowledge economy。Strategic Management Journal，19(4)，323-338。  new window
9.Sosik, J. J.、Godshalk, V. M.(2000)。Leadership Styles, Mentoring Functions Received, and Job-related Stress: a Conceptual Model and Preliminary Study。Journal of Organizational Behavior，21(4)，365-390。  new window
10.Rhoades, Linda、Eisenberger, Robert(2002)。Perceived organizational support: a review of the literature。Journal of Applied Psychology，87(4)，698-714。  new window
11.傅衡宇、余坤東、鄒瑞平(20080600)。師徒功能與訓練遷移成效關聯性之研究。中華管理學報，9(2)，1-15。new window  延伸查詢new window
12.Allen, T. D.、Eby, L. T.、O'Brien, K. E.、Lentz, E.(2008)。The state of mentoring research: A qualitative review of current research methods and future research implications。Journal of Vocational Behavior，73(3)，343-357。  new window
13.廖述賢、費吳琛、周繼文(20080300)。知識取得、知識移轉與創新能力關聯性研究。科技管理學刊，13(1)，101-134。new window  延伸查詢new window
14.Argote, L.、Ingram, P.(2000)。Knowledge transfer: A basis for competitive advantage for firms。Organizational Behaviour and Human Decision Processes，82(1)，150-169。  new window
15.Kram, Kathy E.(1983)。Phases of the mentor relationship。Academy of Management Journal，26(4)，608-625。  new window
16.Scandura, T. A.(1992)。Mentorship and career mobility: An empirical investigation。Journal of Organizational Behavior，13(2)，169-174。  new window
17.Wayne, Sandy J.、Shore, Lynn M.、Liden, Robert C.(1997)。Perceived Organizational Support and Leader-Member Exchange: A Social Exchange Perspective。Academy of Management Journal，40(1)，82-111。  new window
18.Eisenberger, Robert、Huntington, Robin、Hutchison, Steven、Sowa, Debora(1986)。Perceived Organizational Support。Journal of Applied Psychology，71(3)，500-507。  new window
19.沈慶龍、楊婉菁(2009)。探討互動機制、模糊性與雙鏈系絡因素對知識移轉績效影響之研究：一整合性架構與實證研究。電子商務研究，7(2)，171-208。new window  延伸查詢new window
20.Atkinson, W.(2002)。Mentoring programs pick up where training leaves off。Purchasing，131(2)，18-1。  new window
21.Minbaeva, D. B.、Michailova, S.(2004)。Knowledge transfer and expatriation in multination alcorporations--The role of disseminative capacity。Employee Relations，26(6)，663-679。  new window
22.Riege, A.(2007)。Actions to overcome knowledge transfer barriers in MNCs。Journal of Knowledge Management，11(1)，48-67。  new window
23.Roxanne, H. S.(2010)。Managing Human Capital: How to Use Knowledge Management to Transfer Knowledge in Today's Multi-Generational Workforce。of Business and Management，3(3)，77-83。  new window
24.Shanock, L. R.、Eisenberger, S.(2006)。When supervisors feel supported。Relationships with subordinates' perceived supervisor support，91(3)，689-695。  new window
會議論文
1.陳墀元、楊仁壽(2006)。組織即興、組織學習與組織慣例之內生性演化。  延伸查詢new window
學位論文
1.王筱蘋(2009)。師父利益、知覺組織支持及對徒弟期待與徒弟適應性績效之關係--以師徒功能為中介變項(碩士論文)。東吳大學。  延伸查詢new window
2.高美琴(2002)。師徒間認知差異對知識移轉績效之影響：調節模式的驗證(碩士論文)。國立東華大學，花蓮。  延伸查詢new window
3.李祈仁(2008)。原住民地區國小學生網路自我學習適應的知識移轉影響因素及其模式研究(博士論文)。國立高雄師範大學。new window  延伸查詢new window
4.楊振甫(2006)。跨領域內隱知識移轉過程之探索性研究--以工業設計爲例。國立成功大學，臺南。  延伸查詢new window
5.盧芬(2008)。企業接班人內隱知識管道之研究。中國文化大學，臺北。  延伸查詢new window
6.林倩如(2010)。心理契約満足、知覺組織支持、組織犬儒主義對服務導向組織公民行爲影響之研究。國立臺灣師範大學，臺北。  延伸查詢new window
圖書
1.Jonson, Kathleen Feeney(2008)。Being an Effective mentor--How to Help Beginning Teachers Succeed。Sage。  new window
2.Noe, R. A.(2002)。Employee Training and Development。New York, NY：Irwin/McGraw-Hill.。  new window
3.Nonaka, Ikujiro、Takeuchi, Hirotaka(1995)。The knowledge-creating company: How Japanese companies create the dynamics of innovation。Oxford University Press。  new window
4.Tidd, Joe、Bessant, John R.、Pavitt, Keith(2005)。Managing Innovation: Integrating Technological, Market and Organizational Change。John Wiley & Sons, Inc.。  new window
5.Senge, Peter、郭進隆、齊若蘭(1990)。第五項修練：學習型組織的藝術與實務。台北：天下文化。  延伸查詢new window
6.Kram, K. E.(1985)。Mentoring at work: Developmental relationships in organizational life。Glenview, Illinois：Scott, Foresman and Company。  new window
7.Sontag, L.、Vappie, K.、Wanberg, C. R.(2007)。The practice of mentoring: MENTTIUM Coporation。The handbook of mentoring at work: Theory, research, and practice。  new window
其他
1.Barry, S.(2009)。The Role of Trust in Building Effective Mentoring Relationships，http://www.mentoring-association.org， 20091112。  new window
 
 
 
 
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