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Student Number 974207004
Author Chih-wen Wu(吳稚文)
Author's Email Address No Public.
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Department Graduate Institute of Human Resource Management
Year 2009
Semester 2
Degree Master
Type of Document Master's Thesis
Language zh-TW.Big5 Chinese
Title The relationship between Mentoring Functions and Job Performance - Organizational Commitment as a mediator.
Date of Defense 2010-06-22
Page Count 52
Keyword
  • Job performance
  • Mentoring function
  • Organizational commitment
  • Abstract   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.
    Table of Content 摘要—————————————————————————— i
    Abstract——————————————————————— iii
    誌謝—————————————————————————— iv
    目錄—————————————————————————— v
    表目錄———————————————————————— vii
    圖目錄———————————————————————— viii
    第一章 緒論
    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
    第一節 高科技產業————————————————————3
    第二節 師徒關係—————————————————————5
    第三節 師徒關係與組織承諾————————————————8
    第四節 組織承諾與工作績效———————————————11
    第五節 師徒關係與組織承諾、工作績效之關係———————14
    第三章 研究方法
    第一節 研究架構—————————————————————8
    第二節 研究假設—————————————————————8
    第三節 研究變項之操作型定義與測量工具—————————19
    第四節 資料分析方法——————————————————20
    第五節 研究對象和抽樣方法———————————————21
    第四章 研究結果
    第一節 信度分析————————————————————22
    第二節 敘述性統計分析—————————————————22
    第三節 相關分析————————————————————25
    第四節 階層迴歸分析——————————————————25
    第五章 結論與建議
    第一節 研究結論————————————————————37
    第二節 研究限制與建議—————————————————38
    參考文獻————————————————————————41
    附錄 師徒功能認知對工作績效之影響 研究問卷——————-48
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    Advisor
  • Christine Kuo(郭敏珣)
  • Files
  • 974207004.pdf
  • approve in 1 year
    Date of Submission 2010-07-19

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