蕭顯勝康雅菁Hsiao, Hsien-ShengKang, Ya-Chin林韋伶Lin, Wei-Ling2020-10-192022-09-072020-10-192020http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=id=%22G0006712112%22.&%22.id.&http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/110850本研究以Y企業新進業務人員為對象，驗證師徒功能對工作幸福感的關係，並檢視組織社會化與組織鑲嵌是否對上述關係具有中介效果。是故，本研究以Y公司爲研究對象，共發放360份問卷，回收共計351份，回收率97.5%，經過濾後有效問卷為351份，有效回收率97.5%。藉由351位新進人員為樣本，利用SPSS分析工具，藉由信度分析、差異分析、皮爾森積差相關分析、迴歸分析與Process分析等，以驗證研究假設。研究結果發現組織社會化與組織鑲嵌為師徒功能對工作幸福感的間接中介變數，亦即師徒功能能直接提升工作幸福感，也可以透過組織社會化與組織鑲嵌來提升工作幸福感。最後，本研究依據實證結果提出實務與未來深入研究之建議。This paper examined the relationship between the new employees’ mentoring functions and job well-being, and the organization socialization, organizational embeddedness. In the 360 surveys that researchers passed in the Y enterprise, 351 surveys (approximately 97.5% of valid questionnaires collected). Data were obtained from 351 new employees and the conclusions were evaluated based on the assumption of this study with analysis methods of T-test, One-way Analysis of Variance, Pearson Product-Moment Correlation Coefficient and Process.The results showed that organization socialization, organizational embeddedness partial mediated the relationship between mentoring functions and job well-being.The implications for future research and practices were discussed.新進人員師徒功能組織社會化組織鑲嵌工作幸福感newcomersmentoring functionsorganization socializationorganizational embeddednessjob well-being