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博碩士論文 etd-0130113-110539 詳細資訊
Title page for etd-0130113-110539
論文名稱
Title
餐旅業主管與新進員工提攜關係品質之研究
A Study on Mentorship Quality of Managers and Newcomers in the Hospitality Industry
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
96
研究生
Author
指導教授
Advisor
召集委員
Convenor
黃良志
Liang-Chih Huang
口試委員
Advisory Committee
陳儀蓉, 董玉娟, 林鉦棽
Y. J. Chen; Y. C. Tung; Cheng-Chen Lin
口試日期
Date of Exam
2013-01-07
繳交日期
Date of Submission
2013-01-30
關鍵字
Keywords
能力、成長需求強度、提攜關係品質、提攜、提攜意願
growth need strength, ability, mentoring intention, mentoring, mentorship quality
統計
Statistics
本論文已被瀏覽 5753 次,被下載 1063
The thesis/dissertation has been browsed 5753 times, has been downloaded 1063 times.
中文摘要
許多研究曾探討提攜的影響,如自提攜者或被提攜者的觀點了解提攜與工作績效的關係。這些研究均未同時自提攜雙方觀點討論主觀與客觀因素對產生提攜結果的前因。因此,本研究以問卷調查法自提攜者與被提攜者的觀點探討提攜關係的前因因素,並分析個人特性(能力與成長需求強度)、中介變項(提攜意願與被提攜意願)及影響結果(提攜關係品質)的關係。研究結果顯示提攜關係品質與提攜者的能力、被提攜者的能力及其成長需求強度有顯著關係。而徑路模型分析發現,僅有提攜者的能力與被提攜者的能力會透過提攜意願或被提攜意願而影響提攜關係品質。根據研究結論,本研究建議組織安排提攜制度前應先盤點提攜者與被提攜者的各項能力,再進行配對安置。此外,亦建議主管及新進員工應強化自己的能力,以提高對方的提攜或被提攜意願,進而達到增進提攜關係品質的效果。
Abstract
Most studies of mentorship have investigated the consequences of mentoring, i.e. the relationships between the mentoring and job performance from mentor’s or mentee’s perspective. The studies do not, however, analyze the antecedents of the mentors’ and mentees’ subjective and objective factors that may impact those results. This study use questionnaires to explore the causes of mentorship from both of the viewpoints of mentor and mentee’s and analyze the relationship by their characteristics (ability and GNS), the mediators (the mentor’s and the mentee’s mentoring intention), and the effect (mentorship quality.) The relationships were found to be significant among mentorship quality, mentor’s and mentee’s ability and mentee’s GNS (growth need strength). Path analysis revealed that only mentor ability and mentee ability had a strong significant impact on mentorship quality medicated by mentoring intention. These results suggest that the management should check the mentors’ and the mentees’ general and specific abilities before setting up mentoring arrangement. In addition, the individuals, both managers and newcomers, should strength their general and specific abilities to improve their partners’ mentoring intention to further improve mentorship quality.
目次 Table of Contents
目錄 I
圖目錄 IV
表目錄 V
摘要 i
第一章、緒論 1
第一節、研究背景與動機 1
第二節、研究目的 2
第二章、文獻探討 3
第一節、提攜關係品質 3
一、提攜關係的緣起 3
二、提攜的定義 3
三、提攜關係的前因與影響後果 4
四、主管與新進員工提攜關係品質的內涵 5
四、提攜關係與社會資本的關係 5
第二節、提攜與被提攜意願 6
一、提攜與被提攜意願意涵 6
二、提攜意願與被提攜意願的前因 6
三、攜意願與被提攜意願的影響後果 7
四、提攜意願與被提攜意願及提攜關係品質的關係 7
第三節、主管與新進員工的特性 7
一、主管特性的內涵 8
二、新進員工特性的內涵 9
三、主管與新進員工的特性與其提攜意願、被提攜意願的影響效果 10
第四節、主管與新進員工的特性對提攜意願、被提攜意願與提攜關係品質的影響效果 11
第三章、研究方法 12
第一節、研究架構與變項定義 13
一、研究架構 13
二、主要變項理論定義 13
第二節、研究變項衡量 14
一、主管特性量表 15
二、新進員工特性量表 19
三、提攜意願量表 19
四、被提攜意願量表 20
五、提攜關係品質量表 21
第三節、研究對象與施測程序 22
第四節、量表信、效度驗證程序 25
第四章、實證分析與討論 28
第一節、主要變項特性分析 29
第二節、提攜意願與被提攜意願對提攜關係品質的影響 31
第三節、主管與新進員工的特性對提攜意願的影響 31
第四節、主管與新進員工的特性對提攜與被提攜意願、提攜關係品質的影響效果 32
第五章、結果討論與建議 34
第一節、結果與討論 35
一、研究結果 35
二、管理意涵 35
第二節、研究建議 38
第三節、研究限制與後續建議 39
一、研究限制 39
二、後續研究建議 39
參考文獻 41
附錄:調查問卷 53
附錄一、第一波主管問卷 53
附錄二、第二波主管問卷 57
附錄三、第一波員工問卷 58
附錄四、第二波員工問卷 62
附錄五、量表翻譯與編修(中英對照) 63
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