個人-主管適配與適應性績效的關係：師徒功能之中介效果

Abstract

本研究目的為探討個人-主管適配、師徒功能（職涯支持、心理社會支持）與適應性績效的關係，以及師徒功能在其中的中介效果。本研究針對具有直屬師徒制經驗，並任職已滿六個月以上之員工為研究對象，採用問卷調查方式發放兩階段電子問卷，時間點間隔三週，共計收回193份有效問卷。研究結果顯示：個人-主管適配對適應性績效具有正向關係；師徒功能中的職涯支持與心理社會支持對適應性績效有正向關係；個人-主管適配對師徒功能中的職涯支持與心理社會支持具有正向關係；師徒功能中的職涯支持與心理社會支持在個人-主管適配與適應性績效的正向關係中具有中介效果。最後，依據研究結果進行討論，提出管理意涵與未來研究建議，以供學者後續研究發展。The purpose of this research is to explore the relationship between the person-supervisor fit and adaptive performance, and the mediating effects of mentoring functions, including vocational support and psychosocial support. Simples of employees who have supervisory mentoring experience and work more than six months. Data were collected 193 effective responses by electronic questionnaire through two phases, and the time points were separated by three weeks. Next, the survey data were analyzed, summarized, and then verified the hypothesis of this research. The results of this research show that person-supervisor fit and adaptive performance has a positive relationship. Vocational support and psychosocial support have a positive relationship with adaptive performance, and person-supervisor fit has a positive relationship with vocational support and psychosocial support. Vocational support and psychosocial support have intermediary effects in the positive relationship between person-supervisor fit and adaptive performance. Finally, through the analysis of the results, this research proposes management implications and as bases for future empirical researchers.