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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 胡昌亞(Chang-Ya Hu) | |
| dc.contributor.author | Tien-Jen Chou | en |
| dc.contributor.author | 周天任 | zh_TW |
| dc.date.accessioned | 2023-03-19T22:06:50Z | - |
| dc.date.copyright | 2022-07-05 | |
| dc.date.issued | 2022 | |
| dc.date.submitted | 2022-06-24 | |
| dc.identifier.citation | 徐瑋伶（2004)：《海峽兩岸企業主管之差序式領導：一項歷程性的分析》（未發表之博士論文），國立臺灣 大學。. 蔡彰容（2017）：《回饋尋求類型會影響師徒功能嗎？主管歸因之中介歷程與主管知覺情緒勞務策略之調節效果》（未發表之碩士論文），國立政治大學。. Allen, T., & Eby, L. (2003). Relationship effectiveness for mentors: factors associated with learning and quality. Journal of Management, 29, 469-486. Allen, T. D., & Eby, L. T. (2004). Factors related to mentor reports of mentoring functions provided: gender and relational characteristics. Sex Roles, 50(1), 129-139. Allen, T. D., Eby, L. T., & Lentz, E. (2006a). Mentorship behaviors and mentorship quality associated with formal mentoring programs: Closing the gap between research and practice. Journal of Applied Psychology, 91(3), 567-578. Allen, T. D., Eby, L. T., & Lentz, E. (2006b). The relationship between formal mentoring program characteristics and perceived program effectiveness. Personnel Psychology,59(1),125-153. Allen, T. D., Eby, L. T., Poteet, M. L., Lentz, E., & Lima, L. (2004). 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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/84237 | - |
| dc.description.abstract | 本研究試圖運用主動行為動態模式為理論基礎，探討徒弟尋求回饋行為與師徒功能之間的雙路徑模式。首先，檢視師父是否將尋求回饋行為區分兩種類別(尋求任務型回饋、尋求人際型回饋)。其次，檢視兩類尋求回饋行為(尋求任務型回饋、尋求人際型回饋)，是否透過不同的中介機制(師父評估徒弟能力、師父評估徒弟親和力)，進而影響兩類師徒功能(職涯功能、社會心理功能)。此外，也將探討師父知覺與徒弟深層相似性的調節式中介效果。本研究以正式師徒關係為對象，以師父－徒弟配對的一對一對偶式問卷調查法，並透過兩個時間點蒐集資料，共獲得274筆對偶式資料。根據觀察變項路徑分析結果顯示研究假設獲得部分支持。具體而言，師父知覺徒弟尋求任務型回饋會提升師父對徒弟能力之評估，進而增加職涯功能；而師父知覺徒弟尋求人際型回饋會提升師父對徒弟親和力之評估，進而增加社會心理功能，且此關係會受到師父知覺深層相似性的調節，使得此歷程僅在師父知覺深層相似性低時有顯著效果，此與研究假設呈現相反的結果。最後，本研究依據研究結果進行討論，並理論貢獻、實務貢獻、研究限制以及未來研究方向給予建議。 | zh_TW |
| dc.description.abstract | Using the proactivity dynamics framework as the theoretical foundation, this study examine a dual path model of protégé feedback seeking and mentoring support. Specifically, I first examined whether mentors distinguish two types of feedback seeking behaviors (task-related feedback and interpersonal feedback). Second, I examined if these two types of feedback seeking behaviors affect two types of mentoring support (career and psychosocial) through different mediating mechanisms. That is, protégés’ task-related feedback seeking will positively affect career support through mentors’ evaluation of protégés’ ability whereas protégés interpersonal feedback seeking affect psychosocial mentoring support through mentors’ evaluation of protégés’ agreeableness. I also explored the moderating effect of mentor’s perceptions of deep-level similarity with protégés. Data were collected at two time points using a survey method and a total of 274 formal mentoring pairs were used for hypothesis testing with the observed variable path analysis. Results shows partial support of the hypothesized model. Specifically, protégés’ task-related feedback seeking increased mentor’s evaluation of protégés ability, which further increased career support protégés received. However, only when mentor’s perception of deep-level similarity with protégés is low, protégé́s' interpersonal feedback seeking will increase psychosocial support received through increased mentor’s evaluation of protégés’ agreeableness. However, this moderated mediation was contrary to the proposed hypothesis. The implication of results, theoretical and practical contributions, research limitations, and future research directions are discussed at the end of the paper. | en |
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| dc.description.tableofcontents | 目次 致謝………………………………………………………………………………. . . . .i 中文摘要…………………………………………………………………………. . . . ii 英文摘要………………………………………………………………………. . . . . .iii 第一章 緒論 1 第二章 文獻回顧 6 第一節 師徒關係 6 第二節 尋求回饋行為與師徒功能 14 第三節 知覺深層相似性的調節式中介角色 22 第四節 研究架構 25 第三章 研究方法 27 第一節 研究程序 27 第二節 研究樣本 28 第三節 研究工具 30 第四節 資料分析 37 第四章 研究結果 40 第一節 測量模式比較 40 第二節 相關分析 41 第三節 假設驗證 44 第五章 討論與建議 51 第一節 結果與討論 51 第二節 研究貢獻 53 第三節 研究限制 55 第四節 未來研究方向 57 參考文獻 60 附錄 ..74 附錄一 師父第一階段問卷 74 附錄二 徒弟第一階段問卷 77 附錄三 師父第二階段問卷 80 附錄四 徒弟第二階段問卷 83 表圖目次 表 1 師徒功能類別與內容意涵 11 表 2 研究假設 26 表 3 師父樣本組成 (N = 274) 29 表 4 徒弟樣本組成 (N = 274) 29 表 5 尋求回饋類別探索性因素分析 32 表 6 尋求回饋行為題項 33 表 7 評估徒弟能力題項 34 表 8 評估徒弟親和力題項 35 表 9 師徒功能題項 36 表 10 知覺深層相似性題項 37 表 11 測量模式適配度比較 42 表 12 描述性統計值及相關矩陣（N = 274） 43 表 13 尋求回饋類別驗證性因素分析 44 表 14 整體模型觀察變項路徑分析係數 47 表 15 中介效果路徑分析係數 48 表 16 調節式中介指標與條件式間接效果 49 表 17 研究假設驗證結果摘要表 53 圖 1 : 研究架構圖 25 圖 2 : 整體模型觀察變項路徑分析係數圖 46 圖 3 : 知覺徒弟尋求人際型回饋與知覺深層相似性之交互作用圖 49 圖 4 : 知覺徒弟尋求人際型回饋對評估徒弟親和力之斜率與知覺深層相似性之Johnson-Neyman圖 50 | |
| dc.language.iso | zh-TW | |
| dc.subject | 能力 | zh_TW |
| dc.subject | 師徒關係 | zh_TW |
| dc.subject | 尋求回饋行為 | zh_TW |
| dc.subject | 親和力 | zh_TW |
| dc.subject | 知覺相似性 | zh_TW |
| dc.subject | 師徒功能 | zh_TW |
| dc.subject | perceived similarity | en |
| dc.subject | mentorship | en |
| dc.subject | mentoring support | en |
| dc.subject | feedback seeking behavior | en |
| dc.subject | ability | en |
| dc.subject | agreeableness | en |
| dc.title | 徒弟尋求回饋類別與師徒功能關係之雙路徑模式 | zh_TW |
| dc.title | Protégé Feedback Seeking and Mentoring Support: A Dual-Pathway Model | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 110-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.coadvisor | 熊欣華(Hsin-Hua Hsiung) | |
| dc.contributor.oralexamcommittee | 林姿葶(Tzu-Ting Lin),簡忠仁(Chung-Jen Chien) | |
| dc.subject.keyword | 師徒關係,師徒功能,尋求回饋行為,能力,親和力,知覺相似性, | zh_TW |
| dc.subject.keyword | mentorship,mentoring support,feedback seeking behavior,ability,agreeableness,perceived similarity, | en |
| dc.relation.page | 84 | |
| dc.identifier.doi | 10.6342/NTU202201028 | |
| dc.rights.note | 同意授權(限校園內公開) | |
| dc.date.accepted | 2022-06-27 | |
| dc.contributor.author-college | 理學院 | zh_TW |
| dc.contributor.author-dept | 心理學研究所 | zh_TW |
| dc.date.embargo-lift | 2027-06-28 | - |
| 顯示於系所單位： | 心理學系 | |
文件中的檔案：
| 檔案 | 大小 | 格式 | |
|---|---|---|---|
| U0001-2006202223182800.pdf 未授權公開取用 | 2.53 MB | Adobe PDF | 檢視/開啟 |
系統中的文件，除了特別指名其著作權條款之外，均受到著作權保護，並且保留所有的權利。