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1
Foster, Hiram S. "Functions of Mentoring as Christian Discipleship". Ohio University Honors Tutorial College / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1402510631.
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Fowler, Jane, i j. fowler@griffith edu au. "Mentoring relationships at work: An investigation of mentoring functions, benefits, and gender". Griffith University. School of Applied Psychology, 2002. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20030226.074725.
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The program of research reported here provides a contemporary view of mentoring relationships. In particular, it presents a definition that reflects mentoring experiences in modern organisations, identifies mentoring functions and benefits as perceived by mentees and mentors, and examines the relationships between those constructs and gender. Forty-eight mentees and mentors from a range of organisations, representing all possible gender combinations of mentee-mentor, were interviewed about their mentoring experiences. Content analysis of the interview data identified 42 categories of mentoring functions and 29 categories of benefits perceived by mentees and mentors. The emergent categories of mentoring functions and benefits were used to construct measurement instruments. The instruments were then completed by 500 mentees and mentors, again representing all four gender combinations of mentee-mentor, from a range of organisations. Principal components analyses revealed seven mentoring functions identified by mentees and eight by mentors. Those functions were Personal and Emotional Guidance, Coaching/Learning Facilitation (identified as two separate functions by mentors), Advocacy, Role Modelling, Career Development Facilitation, Strategies and Systems Advice, and Friendship. The study extended empirical research by identifying a range of distinct mentoring functions rather than the broad category approach adopted in previous research. The principal components solutions generated separately for mentees and mentors were similar, indicating convergent views between the providers and recipients of these functions. Several of the mentoring functions that emerged were similar to those identified by Kram (1980) and the emergence of new functions was interpreted in light of changes in organisations over the past 20 years and the recruitment of representative samples, in this study, that reflected those changes. Principal components analyses also revealed four mentoring benefits identified by mentees and five by mentors. Benefits for mentees were Professional Enhancement, Interpersonal Relationship, Professional Induction/ Immersion, and Professional Reward. By identifying the benefits that mentees themselves perceive as being attributable to their mentoring relationships, the current study extended empirical research on mentee benefits beyond, objective, traditionally measured outcome variables. Benefits for mentors were Professional Enhancement, Organisational and Peer Recognition, Interpersonal Relationship, Meaningfulness and Fulfillment, and Productivity. The range of benefits that emerged reflects the importance mentees and mentors place on the psychological and interpersonal experiences of their mentoring relationships. The relationships between mentoring functions and benefits and gender were examined for both mentees and mentors. Results indicate that gender effects are limited to only some mentoring functions and benefits. Examination of the relationships between distinct mentoring functions and benefits indicated that specific mentoring functions are related to particular benefits for both mentees and mentors. The theoretical and practical implications of these findings are discussed and suggestions for future research are provided.
3
Ricketts, Angela P. "Measuring the mentoring functions performed by female mentors to female protegees". CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/1091.
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Fullick, Julia. "You Scratch My Back and I'll Scratch Yours: Mentor-Perceived Costs and Benefits and the Functions They Provide Their Proteges". Master's thesis, University of Central Florida, 2008. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2278.
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Mentoring relationships can have both costs and benefits for mentors and their proteges. The present research examined the degree to which mentors' perceived costs and benefits affect the functional and dysfunctional mentoring they provide to their proteges. Additionally, I investigated whether mentor-perceived costs and benefits were associated with the mentors' own goal orientation and the goal orientation of their proteges. Data were collected from 86 proteges and their current supervisory mentors. Consistent with expectations, when mentors reported greater costs of embarrassment associated with their relationship, the proteges reported receiving greater dysfunctional mentoring. Proteges who reported receiving greater functional mentoring tended to have mentors who perceived greater benefits of mentoring them. Both proteges and mentor goal orientations demonstrated significant correlations with mentor-perceived costs and benefits of their relationships. Implications for training and reinforcing functional mentoring will be discussed.M.S.
Department of Psychology
Sciences
Industrial Org Psychology MS
5
Deering, Katherine Anne Macdonald. "The contributions and affects of age on mentoring relationships within an academic setting". Thesis, University of Canterbury. Psychology, 2010. http://hdl.handle.net/10092/3819.
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The term mentoring has traditionally been associated with mentors being senior in age
and experience. However, as more people are entering the workforce or changing career
paths at midlife, it is becoming increasingly common for the mentor to be close in age or
younger than their protégé. There has been limited research that has examined the affects
and outcomes of non-traditional age relationships in mentoring. The aim of the current
study was to shed light on the limited existing literature surrounding the role of age in
mentoring. Specifically, it aimed to investigate how age affects mentoring relationships in
an academic setting, and what factors may be contributing to this. Participants consisted
of students enrolled in postgraduate academic papers (Masters Dissertation, Masters Thesis
and PhD) and their assigned academic supervisor. In total, 95 students and 89 supervisors
were recruited from three universities with a total of 80 matched student and supervisor
pairs. Two surveys were developed, one for postgraduate students and one for their
academic supervisors. The student’s survey consisted of demographic questions, a
measure of psychosocial and career mentor functions, and a measure of student
competence. The supervisor’s survey consisted of demographic information, a measure of
psychosocial and career mentor functions, and a measure of human capital investment.
The results of the research indicate that within an academic setting, age difference does
not have any aversive affects on the processes found in mentoring relationships. In future,
mentoring literature needs to expand the conceptualization of mentors and protégés to
encompass the increasing existence of varying age relationships. This would enable
research to identify the challenges and unique strengths associated with age diversity in
mentor relationships.
6
Sekhosana, Letulie Wessels. "Mentoring functions and work–related outcomes in the steel manufacturing industry / L.W. Sekhosana". Thesis, North-West University, 2011. http://hdl.handle.net/10394/6941.
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The main aim of the study is to determine the relationship between the
variables (mentoring functions, organisation commitment, job
satisfaction, and organisation intentions to quit) and also to determine
the impact of the mentoring functions on work–related outcomes in the
steel industry. The main work–related outcomes of interest are job
satisfaction, organisation commitment and organisation intentions to
quit. A quantitative methodology using survey research was used to
collect the data. A total of 104 employees working in the steel industry
were surveyed using a convenient sample. The findings support
expectations that supportive mentoring functions would negatively be
related to the employees” turnover intentions and positively related to
job satisfaction and organisation commitment. Our results indicated
that the role–modelling mentoring support function has a major impact
on job satisfaction and organisational commitment.Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2011.
7
Key, Lynne A. "Perceptions of Workplace Mentoring Behaviors for Lifelong Career Development". Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4706.
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This study's purpose was to investigate the importance of mentoring functions and behaviors for lifelong career development as perceived by protégés. The population included individuals in middle to late adulthood (age 40 years and older) who reported they had been a protégé in at least one mentoring association perceived as beneficial to their lifelong career development; and were either employed or had been employed as a middle manager, senior manager, C-level executive, business owner, or member of a profession. The sample was obtained using a chain-sample method; 67 Ambassadors completed an online survey and each invited 10 contacts to complete the survey. The final number of respondents was 503; of these, 456 reported being a protégé.
Data were collected using the Perceptions of Workplace Mentoring Behaviors (PWMB) scale, a modification of Noe's (1988) Mentoring Functions Scale. The online survey included the PWMB scale items plus questions designed to engage the respondent's autobiographical memory and questions regarding respondent and mentoring association characteristics. The PWMB scale included seven new items, posited by the expert panel, enhancing the teaching aspect of mentoring. Confirmatory factor analyses were conducted comparing four tenable models for the PWMB scale. The 8-factor model, which was essentially the protégé's view of Kram's (1985) mentoring functions model and included the seven newly developed items, exhibited the best fit of the four possible models.
Results indicated that protégés perceived three factors from the Psychosocial category (Role Model, Acceptance-and-Confirmation, and Relationship Fundamentals) as most important to their lifelong career development. Effective Development Opportunities was perceived as the most important factor from the Career category. Professional Issue Counseling from the Psychosocial category was perceived as the least important factor.
Significant differences were found for five of six independent variables (protégé gender, mentor gender, dyad, protégé's mentor group, and birth decade) at the item level and for four of six independent variables (protégé gender, dyad, protégé's mentor group, and decade of birth) at the factor level. Implications included designing mentoring programs that provide opportunities for mentors and protégés to develop relationships rather than directly assigning protégés to mentors.
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Chew, Catherine. "A case study of the characteristics and functions of female mentor relationships". Diss., Virginia Tech, 1991. http://hdl.handle.net/10919/39768.
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According to projections in Workforce 2000, the majority of new entrants into the labor force will be women and minorities. Although women are currently major participants in the workplace, when compared with men, they have not experienced equal opportunities for upward mobility nor have they had salaries which reflect equity. Mentoring is one strategy that can promote the career development of women.
The purpose of this study was to provide an in-depth analysis of the characteristics of female mentors and their activities and mentoring styles with male and female proteges. The study was specifically designed to explore the following questions:- What are the personal characteristics of female mentors?
- What functions (career or psychosocial) are provided in female mentor relationships?
- How does gender affect the mentor relationship?
- What effect does the organization have on the mentor activities of women?
Ed. D.
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Vanderbilt, Allison A. "Perceptions Of Career And Psychosocial Functions Between Mentor And Protégé Teachers". Scholar Commons, 2010. https://scholarcommons.usf.edu/etd/1796.
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The purpose of this study was to identify the career and psychosocial functions that mentor teachers and their protégé teachers believed occurred during the 2008-2009 mentoring relationship.
This comparative survey study was conducted in a suburban middle-sized Florida school district. The target population for this study involved one group of matched mentor teachers and protégé teachers. Two survey instruments were used during this study, Mentoring Functions Scale for the Mentor and the Mentoring Functions Scale for the Protégé modified by Wilson (2006). This instrument was selected because it measures the career and psychosocial functions of the mentoring process. The survey was available to the mentors and protégés participating in this study via paper and pencil. There were 645 mentor teachers and protégé teachers surveyed. There was a 33.4% response rate of the total population surveyed and a 67.0% usable response rate of the 322 mentor teachers and protégé teachers who responded.
The findings were that both mentor and protégé teachers value the mentoring process. All of the participants agreed that the career and psychosocial functions were provided. Mentor and protégé teachers both agreed that the career and psychosocial functions were present during the mentoring relationship. These findings indicated that there were specific career and psychosocial functions provided by the mentor to the protégé that were found to be beneficial to the mentoring process.
10
Wilson, Amy Jo Smith. "A comparison of the perceived performance of mentoring functions of National Board-Certified and non-National Board-Certified teachers with their protégés". [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001808.
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Wilson, Amy Jo Smith. "A comparison of the perceived performance of mentoring functions of National Board-Certified and non-National Board-Certified teachers with their protégés". Scholar Commons, 2006. http://scholarcommons.usf.edu/etd/2759.
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National Board-certified (NBC) teachers are recognized as accomplished teachers who have met the National Board's stringent standards. These teachers are encouraged to serve as mentors to novice teachers and veteran teachers in candidacy for National Board Certification. This study identified and compared the career and psychosocial mentoring functions that NBC teacher mentors and non-NBC teacher mentors perceived they provided to their protégés' at the elementary grade levels. National Board-certified protégés' perceptions of having the functions provided were compared with those of their teacher mentors and with the protégés' of non-NBC teacher mentors. The research was conducted in a large urban school district in Florida and included 190 participants: 95 mentors and their protégés'.
The teacher mentors' perceptions of having provided the mentoring functions were assessed using the Mentoring Functions Scale for the Mentor, and the protégés' perceptions were measured with the Mentoring Functions Scale for the Protégé. Both instruments were adapted for this study from a previous mentoring scale for the protégé developed by Noe (1988). Results for the study indicated no statistically significant differences between the NBC teacher mentors and the non-NBC teacher mentors in their perceptions of having provided the functions. Significant differences were found between NBC teacher mentors and their protégés on the exposure-and-visibility function, between non-NBC teacher mentors and their protégés on the challenging assignments function, and between all mentors and all protégés on the challenging assignments function. Implications for teacher mentors, administrators, and scholars are provided.
These include developing or updating existing mentoring programs to include the career and psychosocial functions studied in this research, providing mentors and protégés with information about the functions in order to assess the existence of specific functions, expanding professional development time to address functions that may have been inadequate, and possibly limiting the number of protégés with whom teacher mentors interact and guide.
12
Staniulevičienė, Dalia. "Socialinio darbo mentoriaus veiklos sritys ir kompetencijos". Master's thesis, Lithuanian Academic Libraries Network (LABT), 2008. http://vddb.library.lt/obj/LT-eLABa-0001:E.02~2008~D_20080904_133618-84562.
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Socialinio darbo mentorius vadovauja besimokančiojo praktikai ir dalyvauja tobulinant praktines studijas. Mentorius yra asmuo, perteikiantis savo žinias, įžvalgas, išmintį, patirtį, naudingą besimokančiojo profesiniam ir asmeniniam tobulėjimui. Mentoriaus pagalba svarbi integruojant teorines socialinio darbo žinias praktinėje veikloje. Ši sudėtinga veikla reikalauja tam tikrų kompetencijų, tačiau iki šiol nei socialinio darbo mentoriaus veikla, nei jai būtinos kompetencijos nėra pilnai aprašyta.
Darbo problema: nesunorminta socialinio darbo mentoriaus veikla. Todėl sudėtinga įvertinti jos kokybę, o tuo pačiu ir jos poveikį socialinio darbo studijų programos įgyvendinimui ir tobulinimui.
Šio darbo tikslas - nustatyti socialinio darbo mentoriaus veiklos sritis ir kompetencijas. Siekiant tikslo buvo atlikta mokslinės literatūros analizė, dokumentų analizė bei kokybinis fenomenologinis tyrimas.
Darbe teoriškai apibrėžta mentorystės samprata, aprašyti mentoriaus vaidmenys, funkcijos, kompetencijos. Taip pat apžvelgti praktikos organizavimo socialinio darbo studijose principai, išryškinant socialinio darbo mentoriaus veiklą. Atlikus tyrimą, nustatytos mentoriaus veiklos sritys ir kompetencijos socialinio darbo praktikoje.
Tyrime dalyvavo keturi socialinio darbo praktikos vadovai, baigę socialinio darbo magistrantūros studijų programą, dirbantys socialinį darbą skirtingose organizacijose, bei tyrimo metu vadovaujantys praktikai ir vienas VDU Socialinio darbo katedros lektorius... [toliau žr. visą tekstą]A social - work mentor supervises the practical work carried out by a student and participates in improving practical studies. The mentor is a person who passes on his/her knowledge, skills, wisdom, and experience which are useful for the professional and personal improvement of the student. The mentor’s assistance is important in integrating theoretical knowledge of social work into the sphere of practical work. This complex aid requires certain competences; however, up until now the work carried out by the social-work mentor nor the competences needed have not been fully recorded. The problem studied in this paper is that no real discussion of the work of social-work mentors or their necessary competences has been produced. Therefore it is complicated to evaluate and compare the activities carried out by social-work mentors. The goal of this study is to define the sphere of work and competences of the social-work mentor. To achieve this goal, an analysis of scholarly literature, as well as of documents and qualitative material has been carried out. In a theoretical sense this study describes the concept of mentoring, as well as the role of mentors, their functions and competences. Furthermore, it also analyses the principles by which practical work is organized in social-work studies, emphasizing the mentor’s input. Once the research was carried out, the spheres of activity and competences of mentors in social work were established. Four supervisors of practice for... [to full text]
13
Horner, Evan. "Marriage mentoring and functional differentiation". Theological Research Exchange Network (TREN), 2002. http://www.tren.com.
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Vieira, Marta Joana Barreto de Atalayão Lopes. "A gestão do capital humano na Groundforce Portugal". Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/10962.
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Mestrado em Gestão de Recursos HumanosO contexto empresarial atualmente vivido em Portugal obriga a que, cada vez mais, as empresas envidem esforços no sentido de mudarem e adaptarem-se às condições de mercado, para assim superarem desafios e serem competitivas. Para tal, é imprescindível desenvolver novas metodologias e ferramentas que as ajudem a inovar e que promovam mudanças que concretizem os resultados que ambicionam. O sucesso desta mudança está nas suas pessoas. É na sequência desta certeza que resulta o presente relatório, o qual traduz uma experiência de estágio e de mentoring na Groundforce Portugal. Esta relação acompanhou o desenho e implementação de diversos processos do Sistema Integrado de Recursos Humanos, tais como o recrutamento, a gestão de desempenho, a análise e descrição de funções, entre outros.
Portugal's current business environment requires that companies strive to make an effort to change and adapt to market conditions, so as to overcome challenges and be competitive. To this end, it is imperative to develop new methodologies and tools to help them innovate and promote changes that materialize the results they so desire. The success of this change is in its people. The current report follows from that idea and demonstrates an internship and mentoring experience in Groundforce Portugal. Such interaction followed the design and implementation of various processes of the Integrated Human Resource Model such as recruitment, performance management, analysis and description of functions, among others.
15
Garza, Rubén. "Functional feedback a cognitive approach to mentoring /". Access restricted to users with UT Austin EID Full text (PDF) from UMU/Dissertation Abstracts International, 2001. http://wwwlib.umi.com/cr/utexas/fullcit?p3036599.
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Cole, Paul Russell. "Equipping church leaders to function as spiritual mentors". Theological Research Exchange Network (TREN), 1998. http://www.tren.com.
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Post, Deanne. "Adult's perceptions of children's self-confidence, social competence, and caring behavior as a function of participation in the Big Brothers Big Sisters Program". Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998postd.pdf.
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Kimbrough, Andrea Brinley. "Mentoring experiences of disabled employees antecedents and outcomes of mentoring functions received /". 2007. http://purl.galileo.usg.edu/uga%5Fetd/kimbrough%5Fandrea%5Fb%5F200712%5Fphd.
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Lin, Chen Mao, i 陳茂霖. "Mentoring Functions, Knowledge Sharing,and Innovation Behavior". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/80276542622944032774.
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碩士明志科技大學
經營管理系碩士班
103
Mentorship is the way to promote the exchange of knowledge and experience between senior mentors and junior apprentices. Not only does mentorship bring many benefits for both mentors and apprentices, but it contributes to the organization to continue innovating and growing. The study is based on the viewpoint of the apprentice, discussing mentoring function, knowledge sharing, and staff association innovative acts. In this study, there is implement mentorship enterprise for the study and most of the finance and insurance industry. The method is purposive sampling approaching to enterprise selection with totally 200 valid questionnaires collected. The results are shown as first as apprentice cognitive career function, psychosocial functioning, and the role model function more stronger mentor provided, the more prone to a high innovation behavior. Secondly, apprentice cognitive career function, psychosocial function and role model function more stronger mentor provided, the more prone to a high knowledge sharing. Finally, apprentice cognitive career function, psychosocial function and role model function more stronger mentor provided, via knowledge sharing, the more prone to a high knowledge sharing. According to the result, this study provides meaningful implications for practitioners.
20
Yeh, Chu-Chun, i 葉祝君. "Mentoring functions, Gender similarity and Innovation behavior". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/83582098727253880625.
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碩士明志科技大學
經營管理系碩士班
101
Employees possess knowledge assets accumulated in practical operations, which brought value far better than the assets of capital, land and machineries. Therefore, enterprises’ knowledge exists in individuals. How to hand down knowledge in an enterprise becomes an important issue. By mentorship to pass down knowledge is likely to enhance employees’ innovative behaviors. This study examines the relationship between mentoring functions and innovative behavior as well as explores the moderating effects of gender similarity. Samples of this study are selected from SMEs in Taiwan. A total of 191dyad mentor- protégé samples return their responses and make 191 usable dyad questionnaires. The results shown that protégés perceiving a higher level of vocational function provided by their mentors intend to increase their innovative behaviors; protégés perceiving a higher level of social support function provided by their mentors intend to increase their innovative behaviors; protégés perceiving a higher level of role model function provided by their mentors intend to decrease their innovative behaviors. Furthermore, role model mentorship in same-gender will result in a higher level of innovative behaviors. Finally, after discussing the results, managerial implications are provided and recommendations are proposed for future studies.
21
Song, Jhe-Yuan, i 宋哲元. "Mentoring Functions, Organizational Identification and Leadership Satisfaction". Thesis, 2011. http://ndltd.ncl.edu.tw/handle/99398136818775615469.
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碩士國立臺灣大學
商學研究所
100
Many companies have implemented the mentoring system these days. It has been suggested that the system is beneficial to companies, boosting employee job satisfication and being a good start for new employees. The purpose of this study was to explore the relationships among the perception of mentoring, organizational identification and leadership satisfication of proteges. In addition, we examined the moderating effects of matching demographics of mentor- proteges on the above relationships. The research sample includes a total of 66 proteges of a commercial bank in Taiwan. Results of statistical analyses are as follows： 1. The perceived mentoring functions, especially in the career and role function, exerted a positive impact on proteges’s organizational identification. The more perceived career and role functions that a protege perceived, the higher degree of organizational identification he/she possessed. 2. Matching educational level had a significant moderating effect on the relationship between perceived career function and protege’s organizational identification. That is, the mentor-protege pairs with the same level of education had a more positive relationship between perceived career function and organizational identification. 3. Matching educational level had a positive impact on protege’s leadership satisfication. Mentor-protege with the same level of education perceived higher satisfication with their mentor. The higher perceived mentoring function, the higher degree of organizational identification. The study proposes some suggestions and recommendations. Businesses should establish mentorship in the organizations to promote mentoring functions so that their employees may possess higher degree of organizational identification. Also, mentor-protege pairs are suggested to have a similar level of education.
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Tu, Raymond, i 凃博崧. "Mentoring functions and protégé career outcomes: A meta-analysis of mentoring studies in Taiwan". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/08569576450115504258.
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碩士國立政治大學
心理學研究所
98
The purpose of this study is to examine the relationship between mentoring functions and protégé career outcomes based on studies conducted in Taiwan using a meta-analysis technique. Specifically, I examined whether overall mentoring functions, career-related mentoring, and psychosocial mentoring positively relate to protégés’ objective and subjective career outcomes (salary, promotion, and job satisfaction). Using keywords search and the retroactive method, I identified 25 studies that can be used for meta-analysis. The effect size r was calculated by the method of Rosenthal (1984). The results of meta-analysis indicate that the overall mentoring function, career-related mentoring functions, and psychosocial mentoring functions are all positively relate to protégés’ objective and subjective career outcomes. Furthermore, psychosocial functions have a stronger positive relationship with subjective career outcome (job satisfaction, organization commitment, job involvement, and mentor satisfaction) than with objective career outcome (job performance, salary, job proficiency, and promotion). Based on the results of the study, suggestions for future research and practical implications are discussed. Keywords：Mentoring functions, protégé career outcome, meta-analysis
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Tsai, Chun-Ju, i 蔡淳如. "Effects of Mentoring, Mentoring Functions on Employee Innovation Behavior-Knowledge Sharing as a Mediator". Thesis, 2009. http://ndltd.ncl.edu.tw/handle/72b6wt.
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碩士國立高雄師範大學
人力與知識管理研究所
97
Mentoring is an intense interpersonal exchange between a senior experienced colleague(mentor) and a less experienced junior colleague(protégé). Mentoring includes knowledge sharing from a senior experienced colleague(mentor) and learning by a less experienced junior colleague(protégé). It is not only promoting the protégé’s ability but can help organizations progress or the growth of innovation. The employee innovative behavior is actively pursuing a goal in modern organizations, and hopefully through the employee innovative behavior can bring greater benefit and synergy for organizations. But in view of literatures about those in Taiwan, the researchs on the relationship between mentoring and employee innovative behavior is insufficient. Therefore, according to protégés’ view to mentor, this study attempts to investigate the effects of difference types of mentoring, and mentoring functions on employee innovation behavior by mediating knowledge sharing. The types of mentoring have formal and informal, supervisor and non-supervisor, the same-gender and cross-gender. The main research object to serving the financial service industry employees, for total of 324 valid questionnaires were returned. Results of statistical analyses provided some important conclusions as follows： 1.Different types of mentoring have no significant difference with mentoring function. 2.Types of formal, informal and the same-gender, cross-gender mentoring have no significant difference with knowledge sharing, but types of supervisor, non-supervisor have significant difference with knowledge sharing. 3.The mentoring function and knowledge sharing have positive effect on employee innovative behavior, and the mentoring function has positive effect on knowledge sharing. 4.Types of formal, informal and the same-gender, cross-gender mentoring has no significant difference with employee innovative behavior via knowledge sharing.
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Liu, Hsiao-Ning, i 劉筱寧. "Effects of Protégé’s Personal Characteristics, Gender Roles, Forms of Mentoring and Gender Dyads on Mentoring Functions". Thesis, 2001. http://ndltd.ncl.edu.tw/handle/88989640155552872517.
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碩士中原大學
企業管理研究所
89
Mentorship is an intense interpersonal exchange between a senior experienced colleague (mentor) and a less experienced junior colleague (protégé) in which the mentor provides psychosocial support, career support and role modeling. Now more and more organization use this relationship to training and deliver organization’s culture and recognized the value of mentorship, and take it as an important topic in management. In view of literatures about mentoring in Taiwan, the systematic research on the relationship of protege’s personal characteristics, gender roles, forms of mentoring and gender dyads on mentoring functions is insufficient. This study collects empirical data from the managers and professionals. A total of 160 completed questionnaires were returned. By statistical analyzing this study has provided five important conclusions as follows： (1)This result indicated that younger protégé was perceived to receive more career support and psychosocial support from his mentor. (2)This result indicated that protégé who is internals, emotional stability and high-act on his own was perceived to receive more mentoring functions from his mentor. (3)In homogeneous mentoring relationships, protégé was perceived to receive more mentoring functions. Specifically, female protégé was perceived to receive more psychosocial support and role modeling from female mentor；male protégé was perceived to receive more career support from male mentor. (4)The protégé who is androgyny, was perceived to receive more psychosocial support and role modeling from mentor. From these conclusions, this study is suggestive of business should establish mentorship in the organization, and use different gender dyads to satisfy people need. And business also should understand protégé’s personal characteristics and gender roles that can help to push this relationship.
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Chen, Hsin-Hung, i 陳信宏. "The Mediating Effects of Interpersonal Attraction on the Relationship between Similarity of Mentoring Dyads and Mentoring Functions". Thesis, 2006. http://ndltd.ncl.edu.tw/handle/xg6bwf.
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碩士國立臺灣科技大學
企業管理系
94
This study is aimed to investigate the relationships between similarity of mentoring dyads and mentoring functions and the mediating effect of interpersonal attraction on the above relationship. The study surveyed 199 mentoing dyads and used the hierarchical regression analyses to test the hypothses. The research findings are as follows: 1.Similiarity in extraversion was positive related to the interpersonal attraction perceived by protégés; 2. For mentors, subjective similarity was positively related to the perceived interpersonal attraction; 3.Subjeictve similarity, similarity in extraversion, and similairitin in neuroticism were positively related to career functions; 4.Similiarity in extraversion was positively related to psychosocial functions; 5.Mentors’ perception of protégé interpersonal attraction is positively related to mentoring functions; 6.The interpersonal attraction mediated the relationship between extraversion and mentoring functions; 7.Career functions were postiviely related to protégés’ job satisfaction, career commitment, and work performance; 8. Psychosocial functions were positively related to protégés’ job satisfaction, organizational commitment, and work performance. This study has practical implication for managers by identifying ways to improve mentoring relationships.
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Ho, Ming-Shu, i 何明恕. "Effects of Perceptions of Mentoring Functions on the Graduate's Learning Effectiveness". Thesis, 2003. http://ndltd.ncl.edu.tw/handle/45422213298699007792.
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碩士中原大學
企業管理研究所
91
Mentorship has a long tradition in China depending on which all professions deliver their expertise to the next generation. In the era of information economy, it plays an important role in modern businesses in the training of executives and employees so that they will success the organizational culture, job content and experience in the business. Mentorship also exists in graduate schools where each student has at least one advisor. This thesis focuses on the relationship between perception of mentoring functions and the learning effects of the graduate students. In addition, we further examine the following topics, including relationship between personal characteristics of graduate students and the perception of mentoring functions, the relationship between personal characteristics of graduate students and the learning effects, and the interrelationship among the personal characteristics of graduate students, perception of mentoring functions and the learning effects. We sent out four hundred and forty questionnaires to the graduate students of engineering and business schools in a private university located in the northern part of Taiwan. A total of three hundred and forty five questionnaires were returned, among which thirty-eight were invalid questionnaires and three hundred and seven were valid questionnaires. After analyzing the relevant data, we reached the following conclusions. Perception of mentoring functions and the learning effects of the graduate students, including sensitivity to the degree, affective commitment to the school, satisfaction with advisor, satisfaction with graduate school and career maturity, are significantly related to each other. Graduate students with higher perception regarding mentoring functions manifest better satisfaction in the areas of affective commitment, satisfaction with advisor, satisfaction with graduate school and career maturity. Personal characteristics such as age, school, with one year or more working experience, of graduate students are significantly related to the perception of mentoring functions. Graduate students in the business school demonstrate higher satisfaction in the areas of mentoring functions and psychosocial function than the graduate students in the engineering school. Graduate students with one year or more working experience reveal higher perceptions than those with less than one year working experience in the areas of psychosocial function and networking function. The psychological characteristics such as internal locus control, external locus control and self-efficacy, of the graduate students have significant relationship to the perception of mentoring functions. Personal characteristics such as age, school, with one year or more working experience, of the graduate students are significantly related to the variables of the learning effects. Graduate students in the business school demonstrate higher satisfaction in the areas of satisfaction with graduate school and career maturity than the graduate students in the engineering school. Graduate students with more than one year working experience reveal higher satisfaction than those with less than one year working experience in the following areas: 1.affective commitment to the school, 2.satisfaction with advisor, 3.satisfaction with graduate school and 4.career maturity. The psychological characteristics of the graduate students are significantly related to the five variables of the learning effects. In conclusion, the perception of mentoring functions, personal characteristics of the graduate students and the learning effects are highly interrelated with each other. Based on the abovementioned conclusions, in order to recruit appropriate students for the relevant graduate schools, personal characteristics of the graduate students should be considered as one element in the recruitment of prospective students. Understanding the personal characteristics of the graduate students will not only help advisor make necessary adjustments in their implementation of mentoring functions, but also promote the learning effects of the students.
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Chen, Ya-chien, i 陳雅蒨. "The Influence of Similarity on Mentoring Functions: A Dyadic Level Perspective". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/55389194012794134260.
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碩士國立臺灣科技大學
企業管理系
96
“Similarity-attraction” is the core theory in this study, especially used dyadic level to analyze. The higher similarity of value and personality level, the greater level of trust, and affects mentor functions would be. In the empirical study, 128 mentoring dyad questionnaires were collected from 304 questionnaires. This study using the hierarchical regression analyses to test the hypothesis. The following are results and conclusions: 1. Similarity between mentor & protégé was positive related to trust on mentor by protégé, then the functions of career development and role modeling will be promoted. However, there is no correlation between psychosocial and above. 2. The interpersonal trust is in positive relation to mentorship. Thus means, the more trust between mentor & protégé, the more benefit of the career development, the psychosocial, and the role modeling protégé would be received. 3. The interpersonal trust mediated similarity and functions between mentor & protégé , thus verified the importance of interpersonal trust in mentorship. To summarize, from the above understandings will help matching mentor & protégé in order to reduce the period of adaption, and improve the efficiency in organization.
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Li, Wen-Wu, i 李文武. "The Study of Mentoring Functions and Organizational Commitment on Turnover Intention". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/02030744615215401002.
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碩士朝陽科技大學
保險金融管理系
103
Life insurance sales representatives play an important role in promoting the insurance businesses. However, this job also comes with numerous challenges and fun. Hence, it is also obvious that the stability of the sales representatives has a great influence on the business management of the companies. Nevertheless, there are many other reasons behind the turnover rates. Important variables such as mentoring functions and organizational commitment are key factors which affect the ability of handling the pressure and therefore lower the turnover rates. The study has been conducted because of the above reasons. It targets on the new sales representatives with three months to two years of experience in the life insurance companies which are located within the Taichung area. It investigates the impacts between the "mentoring functions to organizational commitment", "organizational commitment to turnover intention", and "mentoring functions to turnover intention". The questionnaire method is applied to the study and six hundred copies of questionnaires were distributed. In which, five hundred and eighty one valid questionnaires were returned. The basic characteristics of the interviewees were learned through the descriptive analysis. In addition, the hypothesis was also tested by the multiple regression analysis and the one-way analysis of variance. The purpose of this study is to reduce the turnover rates of the new sales representatives and therefore, achieving the final business goals and providing references for the human resources department in the insurance businesses. The results indicate that: 1. Mentoring functions has significant positive impact on the organizational commitment. 2. Organizational commitment has significant negative impact on the turnover intention. 3. Mentoring functions has significant negative impact on the turnover intention. Keywords: Mentoring Functions, Organizational Commitment, Turnover Intention
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Chien, Shih-Chun, i 簡士鈞. "The Relationship between HPWS and Individual Task Behaviors: Mediating Effects of Mentoring Functions". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/89705386489503372807.
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碩士國立高雄應用科技大學
人力資源發展系碩士班
101
Mentoring has been a common training and development way used in organizations. Throughout Taiwan and foreign countries, many large-scale enterprises have similar mentoring. Protégé were tought about mentoring functions (career function, psychosocial function, and role modeling function) through experienced mentor in order to enhace their work performances. Many researches in the past have shown that mentoring functions will positively enhance individuals’ behavior in work performance. On the other hand, HPWS is also a way to improve individuals’ work behavior, it has the same purpose as mentoring functions. However, what HPMS creates is an environment, thus it can be used as a management way to improve individuals’ work behavior through mentoring, such as individual task behavior (individual task proficiency, individual task adaptivity, and individual task proactivity). Therefore, this research focused on the relationship among HPWS, mentoring functions, and individual task behavior. Also, discussing if mentoring functinos has mediating effects between HPWS and individual task behavior. This research used convenience sampling to aim part of the industries in Taiwan which put similar concepts and spirits of apprenticeship into management. Also, protégé were the main object of the questionnaire survey for sample collection. Totally 277 valid data was collected, the result showed: 1.Protégé scores on a HPWS index is positively related to three mentoring funchions each. 2.Protégé scores on a HPWS index is positively related to three individual task behaviors each. 3.Mentoring functions are postitively related to three individual task behaviors each. 4.Some mentoring functions are mediating the relationship of HPWS index and three individual task behavior each, except modeling function of mentoring functions are not mediating the relationship of HPWS index and individual task proactiveity of individual task behavior.
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石燿彰. "A Study on the Relationship between Mentor Knowledge sharing Willingness and Mentoring functions". Thesis, 2011. http://ndltd.ncl.edu.tw/handle/55885991385737923199.
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碩士國立臺灣師範大學
科技應用與人力資源發展學系
99
In today's economy, the ability to build human capital and manage knowledge was vital for success in almost any organization. Knowledge sharing and use mentoring to training employees were most important in organization. In this study is wanted to investigate the relationship between mentor knowledge sharing willingness and mentoring functions. This study collects data from Taiwan Power Company who have mentoring reletionship. We obtained 159 mentors and mentees valid questionnaires. It would provide questionnaires and use for the data analysis. Frequency distribution, t-test, One-way ANOVA, Pearson product-moment correlation coefficient are use to analyze the deta. The important findings are as follow: The higher the mentor knowledge sharing willingness the higher mentee perveieved mentoring function. And for the personal background, no moderate effect of the gender on the relationship between mentor knowledge sharing willingness and Mentoring functions. The different departments has the enhancement effect of the relationship between mentor knowledge sharing willingness and psychosocial functions.
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Chu, Yu-Han, i 朱育翰. "Ｗhy Do Expatriates Speak Up ?The Roles of Mentoring Functions and Job Security". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/ag25jy.
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碩士國立暨南國際大學
新興產業策略與發展碩士學位學程
107
This study explores the influence of mentoring functions on expatriate voice in multinational enterprises, and further investigates whether job security plays a mediating role in the aforementioned relationship. A total of 300 questionnaires were sent out in this study. A total of 173 questionnaires were collected, 8 invalid questionnaires were deducted, and 165 valid questionnaires. The effective questionnaire recovery rate was 55.00%. The results show that the stronger the psychosocial support function, the role modeling function, and the career development function provided by mentor, the more the expatriate voice behavior will be. In addition, the psychological support function, the role modeling function, and the career development function affect the expatriate voice behavior through the mediation of the job security. Based on the results of the study, this study suggests that multinational enterprises should pay attention to the importance of mentoring functions to new recruits, and how mentoring functions can improve the job security of expatriates, which in turn allows expatriates have the courage to make suggestions, and then contribute to the development of multinational enterprises.
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YEH, YU-SHU, i 葉育書. "A Study of the Mentoring Functions and Self-efficacy on Job Satisfaction Relationship". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/01378593915813271681.
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碩士國立新竹教育大學
人力資源發展研究所
101
The purpose of study was to analyze the relationship between mentoring functions and job-satisfaction and further to examine the moderating effect of self-efficacy on the mentoring functions and job-satisfaction. The R&D employees of semiconductor manufacturing company in the Hsinchu Science Park was the research participant in this study. A survey method was adopted and total of 300 questionnaires was released. Finally, 201 questionnaires was received and the return rate was approximately 67％. After deleting the invalid questionnaires, there were totally 152 questionnaires and hence yielded an effective return rate was of 50.66％. The empirical results were as follows: 1.The mentoring functions are positively related to job-satisfaction. 2.The job-satisfaction is positively related to self-efficacy . 3.The mentoring functions are not contribute to R&D employees’ job-satisfaction through the moderating effects of self-efficacy. Key words : Mentoring function, Self-efficacy, Job Satisfaction.
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Wu, Chih-wen, i 吳稚文. "The relationship between Mentoring Functions and Job Performance - Organizational Commitment as a mediator". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/68413274775624634356.
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碩士國立中央大學
人力資源管理研究所
98
There are many companies implement mentoring these days, it shows that more and more leaders of companies agree that mentoring is beneficial for company, such as an increased organizational commitment and job performance of employees. The purpose of this study was to explore the relationship of mentoring, organizational commitment and job performance in high-tech industry. In addition, we also examined the intermediate effect of organizational commitment on the relation of mentoring functions and job performance. This study collected empirical data from employees of high-tech industry. A total of 299 completed questionnaires were returned. Results of statistical analyses provided four important conclusions as follows： 1. The mentoring function is positively related to organizational commitment. The more mentoring functions that protégé perceived, the higher degree of organizational commitment he/she acquired. 2. The mentoring function is positively related to job performance. The more mentoring function that protégé perceived, the higher degree of job performance he/she achieved. 3. The organizational commitment is positively related to job performance. The more organizational commitment that protégé perceived, the higher degree of job performance he/she achieved. 4. Organizational commitment as an intervening variable, partially mediates the relationship between perceived mentoring functions and protégé’s job performance. The study provided some suggestions and recommendations. Business should establish mentorship in the organization to provide mentoring function, and then help their employee to have more organizational commitment and more job performance. Also, researchers may investigate more industries and conduct a matching questionnaire from mentor and protégé in the future.
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Lin, Sheng-Jan, i 林聖然. "The Analysis of Measurement Invariance across Gender in Mentoring Functions Questionnaire（MFQ-9）". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/82937306150996503606.
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碩士國立臺灣科技大學
企業管理系
96
This study aimed to examine the measurement equivalence/invariance（ME/I）of the 9-item Mentoring Function Questionnaire（MFQ-9）(Castro & Scandura, 2004) across male（N=201）and female（N=312）protégés. This study followed Vandenberg and Lance’s（2000）suggestion for ME/I procedure which they induced for past ME/I literatures, and this study conducted to use multi-group confirmatory analysis（MGCFAs）to examine every aspect of ME/I across gender by LISREL 8.5. The results supported full configural invariance, full metric invariance, full scalar invariance, partial uniqueness invariance and partial factor variance-covariance matrix invariance across gender. Finally, this study examined whether the relationships between the mentoring function and three criteria (mentor satisfaction, job satisfaction and organizational commitment) are invariant criterions across gender. The results of MGCFAs suggest that the relationships between the mentoring function and the three criteria were all positive in both gender groups. However, the strength of the relationship differs in two groups. Finally, theoretical and managerial implications of the study findings are discussed.
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Tseng, Ya-Hsueh, i 曾雅雪. "A Study on the Relationships among Mentoring Experience, Attachment Styles and Willingness to Mentor: Perceptions of Mentoring Functions and Mentors’ Satisfaction as Mediators". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/70305519817621593974.
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碩士靜宜大學
企業管理研究所
98
One’s success depends on one’s effort as well as strength, and if there was an ‘’important people’’ always guided and assisted beside ones that could facilitate one’s expectancies and goals be realized. Furthermore, according to the statistics with the top 500 companies of Fortune magazine, indicated 71 percent of companies had set mentoring function (EMBA, 2009). In addition, attachment theory had been used in the study of parent-child relationship of attachment styles. Attachment theory was especially relevant for studying mentoring relationships because mentoring relationships can be considered to be close relationships at work and follow-up. Mentors have often been referred to as attachment figures such as father or parental figures by their protégés (Haseltine & Rowe, 1978; Hunt & Michael, 1983; Shapiro & Ainsworth, 1991). However, the study of mentoring relationships did not consider the attachment styles to confer in the past. As a result, this study aims to integrate the attachment styles with mentoring relationship to investigate. This study uses both mentors and protégés two point of views as well as the influence of interaction to probe into the relationship between mentoring experiences, attachment styles and the willingness to mentor; then examines the effective of mediators with mentoring functions and mentors’ satisfaction. This purpose of study will set up the relationships model of variables as well as focus on positive and negative of mentoring relationships, then providing a new aspect of mentoring relationships. This study begins with the background and motives behind the research, followed by archives gathering, reading, summarization, and analysis thereby identify the preliminary concepts and variables. Secondly, the variables and relationships to be studied are identified through the conclusions derived from the discussion on the archives; empirical research structure and quantitative questionnaire are developed together with twelve hypotheses. This research regards four industries including insurance, hairdressing, woodworking machinery and educational institution, and the research’s object regards both mentors and protégés. This study focus on mentoring relationships with getting on other to answer questionnaires in current of matched mentor–protégé pairs in the four industries. We send 177 copies to mentors and protégés questionnaires, 159 effective samples were received. We used the SPSS12.0 software to analysis the empirical research to test the causal relationship and research hypotheses. Finally, conclusions acquired as follows: 1. Mentoring experiences imposes a significant level of influence on willingness to mentor in the future. Despite mentors or protégés, when their perceptions are higher and then willingness to mentor in the future will be higher. 2. Attachment style imposes a significant level of influence on willingness to mentor in the future. Especially, secure style imposes a positive significant level of influence on willingness to mentor in the future. Protégés’ avoidant style imposes a negative significant level of influence on mentors’ satisfaction. Others attachment style did not influence on willingness to mentor in the future. 3. Mentoring functions has significant mediators effect. When protégés’ perception is more on mentoring functions in mentoring experience then willingness to mentor in the future will be higher. 4. Mentors’ satisfaction has no mediators in effect on mentoring experience and willingness to mentor in the future. Finally, this study presents recommendations to the subsequent researchers then also refers relevant conclusions to the theoretic implications and field research.
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Chuo, Hsiao-Chi, i 卓筱淇. "A Study on the Relationships among Gender Composition, Mentoring Functions, and Related Work Outcomes". Thesis, 2003. http://ndltd.ncl.edu.tw/handle/25852272693297457483.
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碩士中原大學
企業管理研究所
91
ABSTRACT Mentorship is an intense exchange of work experiences exchange between an experienced senior colleague（mentor）and a less experienced junior colleague（protégé）。Gender is a complex factor in mentoring relationship. In view of literatures, most prior research has examined independent main effects of the mentor’s or protégé’s gender without considering the gender composition of the mentoring relationship. This study collects empirical data from the managers and professionals. A total of 327 completed questionnaires were returned. By statistical analyzing the study has provided four important conclusions as follows： 1. Protégé with mentoring relationships will perceived more mentor functions than those in the diversified mentoring relationships. Especially, male protégés with male mentor report more career development functions than those in the type other of mentoring relationship. 2. Mentoring functions is positively related to job satisfaction. The more mentoring functions that protégé perceived, the higher degree of jobsatisfaction he/she acquired. The Mentor function is positively related to job satisfaction. The result indicated that protégé perceived receiving more mentor functions and protégé would acquire more job satisfaction. 3. There is no significant correlation between mentoring functions and turnover intention. 4. There is no significant correlation between the gender composition of mentoring relationship and job satisfaction. From these conclusions, this study suggests that mentorships should be encouraged in the business organizations for its remarkeable consequences such as higher job satisfaction and lower turnover rate. However, the gender composition of this mentoring relationship would be an important factor on the results of mentoring. Keywords：mentoring dyads 、mentor functions、 job satisfaction、turnover intention
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Huang, Shing Ling, i 黃香玲. "Principal Functions and Specific contents of the Operations of Secondary School Mentoring Teacher Groups". Thesis, 1997. http://ndltd.ncl.edu.tw/handle/80592922701663115781.
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碩士國立高雄師範大學
教育學類研究所
85
This study deals with the evaluative study of the effectives principal functions and specific contents of the operations on secondary school mentoring teacher groups. Indor to chieve the purposes，surveys and visiting interviews are coducted to 964 secondary school teachers.
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Shih, Pei-Ling, i 施佩玲. "The mediating influence of organizational socialization in the relationship between mentoring functions and burnout". Thesis, 2010. http://ndltd.ncl.edu.tw/handle/f4qt2x.
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碩士國立中興大學
高階經理人碩士在職專班
98
The main objective of this study is to investigate the relationship between mentoring functions and burnout. The mediating effect of organizational socialization on the relationship between mentoring functions and burnout is investigated. Data for this study were obtained by means of questionnaires from supplementary teachers and 219 copies were usable for regression analysis. The results show that organizational socialization fully mediates the relationship between mentoring functions and burnout. Implications for future research and practice are discussed.
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WENJING, DU, i 杜文婧. "The Relationship among College Graduates’ Mentoring Functions,Speciality Identity, Psychology Capital, and Career Adaptation". Thesis, 2019. http://ndltd.ncl.edu.tw/handle/qz7p9h.
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碩士輔仁大學
心理學系
107
With the popularization of higher education in mainland China, the number of college graduates in mainland China has reached record highs. How to improve the Career Adaptation of college graduates, help graduates to better cope with the changes in their own career roles, and actively adapt to the external environment to promote career development, that is an urgent and realistic hot issue, but also One of the challenges faced by career development education in colleges. Based on the perspectives of Mentoring Function, Speciality Identity and Psychological Capital in graduate school, this paper combines the Resource Conservation Theory proposed by Hobfoll (1989) with the measurement tools, Scale of Mentoring Function MFQ-9, the Scale of Speciality Identity, and The Psychological Capital PCQ-24 Scale and the Career Adaptation Scale,taking 256 college graduates from several comprehensive colleges in Beijing as the research object. Descriptive Analysis, Correlation Analysis, Regression Analysis and Mediation Analysis of college graduates Mentoring Function, Speciality Identity and Psychological Capital and Career Adaptation were carried out using SPSS24.0 statistical software, and the research results were discussed.On the basis of the research results, the feasibility suggestions for future research and practice are put forward. Analysis conclusion: 1、There is a significant moderate positive correlation between the level of Mentoring Function and the Speciality Identity of college graduates. And the correlation between the two is 0.375. 2、The Psychological Capital of college graduates has a significant impact on the level of Career Adaptation. The Psychological Capital status of college graduates can effectively predict the level of individual Career Adaptation. The interpretation of the Psychological Capital level of college graduates on the level of Career Adaptation is 50.5%. 3、The Psychological Capital of college graduates has a complete mediating effect on the relationship between Mentoring function and Career Adaptation. Mentoring function has an impact on Career Adaptation through Psychological Capital. After the introduction of Psychological Capital into the model, the effect of the Mentoring Function on Career Adaptation becomes insignificant, and the explanatory power of the model is significantly enhanced to 50.4%. 4、Psychological Capital has a partial mediating effect on the relationship between Speciality Identity and Career Adaptation. After introducing the Psychological Capital into the model, the significance level of the influence of Speciality Identity on Career Adaptation is reduced, and the explanatory power of the model is obviously enhanced to 51.2%, and the Sobel Test is used to test the Psychological Capital,Speciality Identity and career resilience,the relationship has a partial mediation effect (p<.001 and the confidence interval is between .2096 and .3805, not including 0). Therefore, this study proves that there is a significant internal relationship between college students Psychological Capital, Mentoring Function, Speciality Identity and Career Adaptation.And Psychological Capital has a path of influence between Mentoring function, Speciality Identity and Career adaptation,played the role of an intermediary. This shows that the self-adjustment effect brought by the positive internal psychological resources possessed by the individual plays an important role in the career development of the individual; it also shows that the Psychological Capital can be obtained through appropriate training and development through certain ways and means. What we tend to ignore is the development and guidance of the individuals active and healthy Psychological Capital, and the great role of individual self-adjustment ability.
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Hung, Yu-pei, i 洪瑜珮. "The Effect of Mentoring Functions on Job Performance： The Mediating Role of Self-Efficacy". Thesis, 2008. http://ndltd.ncl.edu.tw/handle/88442814868846202360.
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碩士國立中正大學
成人及繼續教育所
97
The study aimed to examine the effect of perceived mentoring functions by salespersons on job performance with the mediating role of self-efficacy. The purposes of this study were as follows: 1. To discuss how the mentoring functions influences the self-efficacy. 2. To discuss how the self-efficacy influences the job performance. 3. To discuss how the mentoring functions influences the job performance. 4. Controlling the background variables, to identify how the mentoring functions influences the job performance when self-efficacy is an intermediate variable. The subjects of this study were the real estate salespersons from S company for less than three years. A total of 500 formal questionnaires were sent. 108 salesperson samples were obtained and the overall valid response rate was 21.6%. The collected data were analyzed by descriptive statistics, correlation analysis, multiple regressive analysis, and hierarchical regressive analysis. The results of the analysis were summarized as follows: 1. The score of perceived mentoring functions of the salespersons in S company were high. The highest score was role modeling function, followed by psychosocial function, and career function. 2. The score of self-efficacy of the salespersons in S company was high. Nevertheless, the score of general self-efficacy was higher than the one of social self-efficacy. 3. The job performance of the salespersons in S company was high. The score of job performance was highest in sales presentation, followed by technical knowledge, providing information, sales objectives, and controlling expenses. 4. The mentoring functions would lead to a more effective self-efficacy. The psychosocial function would lead to a negative general self-efficacy, but it would lead to a positive social self-efficacy. The role modeling function would lead to a more effective general self-efficacy. 5. The mentoring functions would lead to a more effective job performance. 6. The self-efficacy would lead to a more effective job performance. 7. When self-efficacy was the intermediate variable, the mentoring function would lead to a more effective job performance. Finally, according to the results of this study, several suggestions were provided to the practice and the future research. The organization should pay much attention to the mentoring functions and concern about the salespersons of self-efficacy in order to enhance job performance. Future research should aim to utilize new methodology to evaluate the outcomes of mentoring function.
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Tang, Chiu Ching, i 邱靖棠. "An Investigation of the Influencing Factors of Organizational Socialization:Mentoring Functions, Knowledge Sharing, and Mentoring Types". Thesis, 2015. http://ndltd.ncl.edu.tw/handle/hm794r.
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碩士明志科技大學
經營管理系碩士班
103
The establishment of mentorship in the workplace not only helps in achieving effective mentoring functions but also accelerates protégés' organizational socialization. In other words, protégés can quickly become familiar with the organizational culture and smoothly adapt to the workplace environment. Organizational socialization is the process of allowing members to learn and internalize the values and norms within the organization. Such process can be completed through mentoring functions, as well as knowledge sharing mechanisms that involve interaction of the mentoring pair. From the perspective of protégés, the present study investigated the effects of mentoring functions and knowledge sharing on organizational socialization, trying to understand the mediating role of mentoring types (formal/informal and direct/indirect) between mentoring functions and organizational socialization. In this study, the employees of the organizations in Taiwan who have implemented apprenticeship were taken as the surveying target; the study sample covered various industries, and the purposive sampling approach was used to gather information. The study results reveal that mentoring functions and knowledge sharing significantly affect organizational socialization, and that different mentoring types have mediating effect on mentoring functions and organizational socialization. On the basis of these findings, this study suggested relevant management implications to be used as reference for industry and academia.
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HUANG, YI-JIE, i 黃翊傑. "Exploring the Influences of Enterprise Internship Mentoring Functions on Organizational Attractiveness and Intention to Reapply". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/ey42sr.
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碩士國立中正大學
企業管理系研究所
106
Nowadays, the implication of intership program has become a the long-term recruiting strategy for organizations; by doing so, the organizations are able to enhance the corporate image and to slove the scarcity of talents. For interns, they can better explore their job and career preference and generate the practical experiences through participating the internship program. In order to improve the effectiveness of using internship programs as a recruitment source, the organizations may assign a mentor to the interns for solving their day-to-day internship problems. According to previous internship literature, most scholars focused on the anticedents of interns’ satisfaction, job values or internship job design. There are few studies regarding the application of mentoring function in short-term internship. Thus, the present study tries to explore the influences of mentoring functions on interns’ post-internship organizational attractiveness and intention to reapply. Moreover, the current study also tests the mediating effect of internship effectiveness and the moderating effect of workplace friendship. For data collection, the present study sent out survey questionnaires to 182 mentor-intern dyads. At the end, 111 interns and 63 mentors returned their questionnaires. After deleting invalid and unpaired samples, a total of 62 dyads are used for further statistical analyses. The results showed that mentoring functions were positively related to organizational attractiveness and intentions to reapply. In light of this finding, suggestion regarding the design of internship program and mentors’ training were given to enhance utility of applying internship program as a recruitment source.
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Lin, Li-Xue, i 林立學. "Psychological capital and employee voice: the moderating roles of mentoring functions and future time perspective". Thesis, 2018. http://ndltd.ncl.edu.tw/handle/33sx6x.
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碩士國立政治大學
企業管理研究所(MBA學位學程)
107
The purpose of the current study is to examine the potential positive relationship between psychological capital and employee voice. Furthermore, the potential moderating roles of mentoring functions received and future time perspective in the relationship between psychological capital and voice were also examined. Using a convenience sampling approach, a total of 200 mentor-protégé paired survey packages were distributed and received 181 valid paired samples. Results based on multiple regression analyses suggest that psychological capital was positive related to employee voice. Future time perspective moderated the positive relationship between psychological capital and employee voice such that the positive relationship was stronger when future time perspective was low. Theoretical and practical implications of the findings are discussed.
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Tsai, Ming-Yang, i 蔡明洋. "The Relationships among Mentoring Functions,Organizational Socialization and Organizational Commitment－An Example of Voluntary Military Officers". Thesis, 2007. http://ndltd.ncl.edu.tw/handle/48586242387714727056.
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碩士中原大學
企業管理研究所
95
ABSTRACT Mentorship is a kind of relationship that exists either between the compeers and less experienced junior colleague (protégé) or seniors and less experienced. Mentorship can provide various kinds of developed-feature functions and help the less experienced to develop in the organizations. Many enterprises of nowadays improved exchanges of experiences in the organizations by practicing the system of Mentorship. The process of organizational socialization not only happened to the new employees, but also the seniors. When the process of socialization makes the individual values of the new employed connect gradually with the organizations’, it was found that the new employed would make more commitments to the organizations and wouldn’t quit easily. Organization commitment is some kind of attitude or tendency that was reacted by employees and organizations. By means of practicing organization commitment, employees can be connected with the organization and become one. It was indicated in most researches that employees would have much adjustability, satisfactory but little slow-down work and resignation under higher organization commitment. This research is to focus on the domestic voluntary military officers, amount to 364 valid questionaries in returns and generalizied four conclusions as fallows: 1.The voluntary military officers are relative positively to the awareness of mentorship and the degree of organizational socialization.That means the higher the junior colleagues approve of the function of mentorship,the higher degree of approving the organizational socialization they reached. 2.The degree of organizational socialization of voluntary military officers is relative positively to the organization commitment. That means the higher degree of organizational socialization of the junior colleagues, the higher degree of approving the organization commitment they reached. 3. The approval of voluntary military officers in mentorship is relative positively to the organization commitment. The higher the junior colleagues approve of the function of mentorship, the higher degree of approving the organization commitment they reached. 4.The mentorship sure can produce positive effects toward the organization commitment through the intermediary effects of the organizational socialization. According to the outcome of the research and consultation of foreign and domestic practical research, it submitted four substantial suggestions which are“ To make a good use of benefit of mentorship and form positive image of the military”;“ To strengthen the mentorship between superiors and subordinates”;“ To emphasize in-service training and practice experiential development”and“ To confront cognitive discrepancy and gather the unity of the staffs”.
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Hsieh, Yi-Chan, i 謝宜栴. "The Effect of mentoring functions on Job Performance： The Mediating Role of Personal Learning in Workplace". Thesis, 2007. http://ndltd.ncl.edu.tw/handle/03475065935665944145.
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碩士國立中正大學
成人及繼續教育所
95
Mentoring has been one way which the knowledge inheritance hands over for a long time. Because of the lack of research which has already had, the research plans to regard this as the knowledge gap to probe into further. The primary purpose of the research is to investigate the influence of how mentor function affects job performance and via personal learning in workplace to be the intermediary. The research regards personnel of life insurance as the research object. For adopting the method of questionnaire inquiry, the research sampled according to the rate of market of every life insurance company and 406 valid questionnaires were taken back and used Structural Equation Model to analyze and verify the data. The results have shown as below： 1. The vocational support had positive effect on relational job learning. 2. The relational job learning had positive effect on job performance. 3. The relational job learning had positive effect on personal skill development. 4. The personal skill development had positive effect on job performance. Therefore, according the above results, there are two ways of influence： 1. The vocational support effected job performance via relational job learning. 2. The vocational support had influence on job performance through relational job learning and personal skill development. The results of the research help distinguish and understand the relationship of how mentoring effects job performance via personal learning. Besides, it also offered relevant theories and reference of the human resource development practice.
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Huang, Li-Wei, i 黃儷瑋. "The Impact of Voluntary Military Officers’ Mentoring Functions on Organizational Commitment：The Mediating Effect of Organizational Socialization". Thesis, 2011. http://ndltd.ncl.edu.tw/handle/77186139981621589820.
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Hu, Shu-Hui, i 胡淑惠. "Impact of Protege''s Trust to Formal Mentoring Functions : Power Distance as a Moderator". Thesis, 2012. http://ndltd.ncl.edu.tw/handle/83348102124909055436.
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碩士國立中央大學
人力資源管理研究所碩士在職專班
100
In this age of enterprise competition and information knowledge economy, it becomes ever precious with the heritage and development of organizing practical experience from senior mentors. The implementation of formalized mentor function system enables protégé to improve adaptability, and integration into specific enterprise culture. In return mentors themselves will improve upon their leadership and professional skills as well in the process. This application will not only enable enterprise reduce turn-over rate of new employees, but also benefit both senior mentors and protégé. In addition, it can improve enterprise performance, upgrade organization efficiency, and optimize enterprise competitiveness. Kram (1985) pointed out protégé in mentor function system can benefit in professional career, psychosocial function and role modeling application. (Scandura & Ragins, 1993). This study investigates the formal apprenticeship based on social exchange theory, use formalized mentor function system to verify different levels of trust with specific practice between protégé and mentor. In addition, among the existing internal enterprise job-level system, subordinates can accept inequality from superiors to a certain degree, this is a critical cultural value in the Chinese society. This study is intended to understand whether protégé power distance and mentor power distance can strengthen or weaken their perception of protégé and mentor relationship. As to the selection of mentors and new recruits, this study provides on - site reference to facilitate companies that utilize formalized mentoring system strategy. This study adopted a one-to-one matching questionnaire for data collection and verification, totally 177 pairs of mentor-protégé dyads with the objective to implement the formalized apprentice and mentor system. The findings are: ( 1 ) If there is affect-base trust between protégé and mentor, then there is significant positive impact among career-related function, psychosocial function, and role modeling. ( 2 ) If there is cognition-base trust between protégé and mentor, then there is significant positive impact among career-related function, and role modeling. ( 3 ) If the protégé power distance between protégé and mentor is in cognition-base trust, then there is significant positive impact on career-related function and role modeling. ( 4 ) If the mentor power distance between protégé and mentor is in affec-base trust, then there is significant negative impact on career-related function. To summarize the above findings, this study discovered that when implementing a formal protégé and mentor function, trust between protégé and mentor has a significant positive impact, and creates benefit for all three parties involved: protégé, mentor, and enterprise. This study recommends when practitioners implement formal protégé and mentor function system, adjustments can be made to factors involved in protégé power distance and mentor power distance proposed in this study, so that to achieve enhanced performance of enterprise practice on mentor function. And further to achieve improved adaptability and subsequent job performance for protégé. Key words: trust, mentoring function, mentoring relationship, power distance
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Liu, Min-hsing, i 劉敏興. "The Relationship between Cooperative Culture and Pratical Training Job Satisfaction : The Mediation Effect of Mentoring Functions". Thesis, 2013. http://ndltd.ncl.edu.tw/handle/59924094760701855545.
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博士國立雲林科技大學
企業管理系博士班
101
Previous studies mainly analyzed the relationship between cooperative culture and job satisfaction in a direct way. Limited studies of hospitality industry, however, have found that mentoring functions are mediator variables in the relationship between cooperative culture and job satisfaction. The survey data was collected from the National Kaohsiung University of Hospitality and Tourism 260 students who had performed off-campus internship for one year. The research tools contain cooperative culture scale, career function scale, psychosocial function scale and job satisfaction scale. Data analysis was adopted using the structural equation modeling as the path analysis. The aim of this study are (1)to analyze the effect of cooperative culture on career function (2)to analyze the effect of cooperative culture on psychosocial function (3)to analyze the effect of career function on job satisfaction (4)to analyze the effect of psychosocial function on job satisfaction (5)to analyze the effect of cooperative culture on job satisfaction (6)to analyze the mediating of career function on the relationship between cooperative culture and job satisfaction (7)to analyze the mediating of psychosocial function on the relationship between cooperative culture and job satisfaction. The findings indicated that cooperative culture had a significant positive effect on career function, psychosocial function and job satisfaction. Career function, psychosocial function had a significant positive effect on job satisfaction. Besides these, career function played a mediating role between cooperative culture and job satisfaction, psychosocial function played a mediating role between cooperative culture and job satisfaction. Implications and future development are dicussed.
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Huang, Chiung-Yu, i 黃瓊玉. "A Study on the Relationships among Perceptions of Mentoring Functions, Job Satisfaction and Organizational Citizenship Behavior". Thesis, 2005. http://ndltd.ncl.edu.tw/handle/zbvqb4.
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碩士中原大學
企業管理研究所
93
Mentorship is an intense interpersonal exchange between a senior experienced colleague (mentor) and a less experienced junior colleague (protégé) in which the mentor provides functions of psychosocial support, career support and role modeling. Nowadays, managers believe that mentorship has great positive influence on the organization. In view of literatures about mentoring in Taiwan, the systematic research on the relationship between mentoring functions and employee’s work outcomes is insufficient. Therefore, this study attempts to investigate the relationship among perceived mentoring functions, job satisfaction and organizational citizenship behavior. This study collects empirical data from employees of the financial industry. A total of 103 completed questionnaires were returned. Results of statistical analyses provided four important conclusions as follows： 1. The mentoring function is positively related to job satisfaction. The more mentoring functions that protégé perceived, the higher degree of job satisfaction he/she acquired. 2. The mentoring function is positively related to organizational citizenship behavior. The more mentoring function that protégé perceived, the higher degree of organizational citizenship behavior he/she behaved. 3. The job satisfaction is positively related to organizational citizenship behavior. The more job satisfaction that protégé perceived, the higher degree of organizational citizenship behavior he/she behaved. 4. Job satisfaction serves as an intervening variable, partially mediates the relationship between perceived mentoring functions and protégé’s organizational citizenship behavior. From these findings, this study provides some suggestions and recommendations. Mainly, business should establish mentorship in the organization to provide mentoring function, and then help their employee to be more satisfied and behave more organizational citizenship behavior.
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Chen, Juo-lin, i 陳若琳. "The Mediating Effects of Research Self-efficacy on the relationship between Mentoring Functions and Research Productivity". Thesis, 2006. http://ndltd.ncl.edu.tw/handle/8sc6b6.
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碩士國立臺灣科技大學
企業管理系
94
Mentoring functions have shown to have influences on protégé productivity in the work place. However, such relationship is rarely examined in the context of academic settings. This research has three purposes：(1) It investigates the influences of mentoring functions on doctoral students’ research productivity. (2) It specifies the relationship between the mentoring functions, research training environment and research productivity. (3) It investigates the whether doctoral students’ research self-efficacy mediates the above relationships. This study surveyed 193 doctoral students in Taiwan and hierarchical regression analyses were used to examine the proposed hypotheses. The findings suggest that (1) Mentoring functions are positively related to doctoral students’ research productivity,. (2) The doctoral students’ research self-efficacy is positively associated with research productivity. (3) The research training environment in Taiwan universities hasn’t reveals to influence on research productivity. (4) The doctoral students’ research self-efficacy does not mediate the above relationships. Implications of the findings on promoting research productivity are discussed.