题名

師徒職涯功能對工作績效之影響：中介與干擾的混合影響

并列篇名

The Impact of Mentoring Vocational Function on Job Performance: The Mixed Effect of Mediating and Moderating

DOI

10.6504/JMBR.201903_36(1).0004

作者

黃識銘(Shyh-Ming Huang)；范凱棠(Kai-Tang Fan)

关键词

師徒職涯功能 ； 組織承諾 ； 工作績效 ； 服務破壞意圖 ； mentoring vocational function ； organizational commitment ； job performance ； service sabotage intentions

期刊名称

管理學報

卷期/出版年月

36卷1期（2019 / 03 / 01）

页次

83 - 116

内容语文

繁體中文;英文
中文摘要

依據社會交換理論觀點，組織中的「師徒職涯功能」會讓員工投以較高的組織承諾，進而提升其「工作績效」；然而顧客對員工的負面影響，容易使員工基於報復心理產生「服務破壞意圖」以作為報復，因而干擾師徒職涯功能與組織承諾對工作績效之正向效益。本研究以台灣地區汽車銷售公司業務代表為對象，回收有效樣本266份，經無反應偏差及同源偏差檢定證明本研究資料無偏誤疑慮。研究結果不僅驗證師徒職涯功能與組織承諾對工作績效有正向影響，也證實組織承諾乃師徒職涯功能與工作績效之部分中介效果；亦證實服務破壞意圖對師徒職涯功能與工作績效的關係具干擾效果，其為減輕型態；服務破壞意圖對組織承諾與工作績效的關係具干擾效果，其為違犯型態，確認本研究為干擾型中介效果模式。本研究據以進行理論與實務意涵之討論，並提出相關未來研究方向。
英文摘要

Based on social exchange theory, the mentoring vocational function enable employees engage higher organizational commitment to promote their job performance. However, employees would easily generate service sabotage intention caused by retaliation toward customers' negative feedback. Hence, service sabotage intention is expected to moderate the relationship of mentoring vocational function and organization commitment on job performance. 266 employees from Taiwanese automobile industry were surveyed, the non-response bias and common-method bias were tested and no serious threat was found. Results suggest that mentoring vocational function and organizational commitment have positive effects on job performance, and mentoring vocational function has positive impact on organizational commitment. Organizational commitment is additionally found to have partial mediating effect of mentoring vocational function and job performance. Service sabotage intention has moderating effects between mentoring vocational function and job performance, i.e., mitigating pattern. In addition, service sabotage intention has moderating effects between organizational commitment and job performance, i.e., violating pattern. The achieved results have confirmed the model of the mixed effects of moderating and mediating. Theoretical implications have been suggested along with the direction for future researches.
主题分类 社會科學 > 管理學
参考文献
  1. 李昭蓉, J.(2012)。師徒怎麼配？論師徒功能，員工知識分享與創新行為關係中師徒類型之調節角色。人力資源管理學報，12(4)，81-105。
    連結：
  2. 李藹慈, A. T.,洪瑜珮, Y. P.(2009)。師徒功能與房屋仲介業務人員工作績效的關係: 自我效能之中介效果。人力資源管理學報，9(1)，23-43。
    連結：
  3. 林尚平, S. P.,陳建龍, C. L.,張明旭, M. H.(2010)。國際觀光旅館後場烘焙師父工作滿意，離職傾向與工作績效之研究：華人社會之師徒功能。觀光休閒學報，16(1)，45-66。
    連結：
  4. 林尚平, S. P.,劉敏興, M. H.,陳建龍, C. L.(2013)。職涯功能定位與專業承諾之關係：以工作滿意度為中介變項。觀光休閒學報，19(2)，179-205。
    連結：
  5. 張瑞元, R.,陳心懿, A.,林金賢, C.,施佩玲, P.(2011)。師徒功能對工作倦怠的影響─組織社會化程度的中介作用。人力資源管理學報，11(2)，71-93。
    連結：
  6. 戚樹誠, S.,陳淑貞, S.,楊美玉, S.,朱志傑, C.,賴璽方, H.(2016)。臺灣組織行為的實證發現：一項國內管理期刊論文的 30 年回顧。管理學報，33(1)，1-34。
    連結：
  7. 陳玉樹, Y. S.,謝宜栴, Y. C.(2008)。師徒功能對工作績效的影響：以職場個人學習為中介效果。中正教育研究，7(2)，65-96。
    連結：
  8. 楊中芳, Z. F.(1999)。人際關係與人際情感的構念化。本土心理學研究，12，105-179。
    連結：
  9. 楊俊明, C. M.,顧景昇, E.,黃慧心, H. H.(2012)。惡質顧客行為對空服人員服務破壞意圖之影響。運輸計劃季刊，41(3)，225-251。
    連結：
  10. 廖述賢, A. T.,張文榮, A. T.,胡大謙, D. C.(2010)。推廣教育之市場導向與組織績效關聯性研究：內部行銷與組織承諾之中介角色。人力資源管理學報，10(4)，55-82。
    連結：
  11. 鄭瑩妮, A. T.,胡昌亞, A. T.,簡世文, S. W.(2013)。師徒功能與徒弟知識分享。商略學報，5(1)，37-56。
    連結：
  12. Akarak, P.,Ussahawanitchakit, P.(2008).Effects of mentoring on intention to leave in Thai public accounting firms: Mediators of job efficiency, commitment, and performance.Review of Business Research,8(2),37-46.
  13. Alfalla-Luque, R.,Medina-Lopez, C.,Schrage, H.(2013).A study of supply chain integration in the aeronautics sector.Production Planning & Control,24(8-9),769-784.
  14. Allen, N. J.,Meyer, J. P.(1990).The measurement and antecedents of affective, Continuance and normative commitment to the organization.Journal of Occupational and Organizational Psychology,63(1),1-18.
  15. Allen, T. D.,Eby, L. T.(2003).Relationship effectiveness for mentors: Factors associated with learning and quality.Journal of Management,29(4),469-486.
  16. Allen, T. D.,Eby, L. T.,Poteet, M. L.,Lentz, E.,Lima, L.(2004).Career benefits associated with mentoring for Protégés: A meta-analysis.Journal of Applied Psychology,89(1),127-136.
  17. Allen, T. D.,McManus, S. E.,Russell, J. E.(1999).Newcomer socialization and stress: Formal peer relationships as a source of support.Journal of Vocational Behavior,54(3),453-470.
  18. Allen, T. D.,Poteet, M. L.,Russell, J. E. A.,Dobbins, G. H.(1997).A field study of factors related to supervisors’ willingness to mentor others.Journal of Vocational Behavior,50(1),1-22.
  19. Alston, J. P.(1989).Wa, Guanxi, and Inhwa: Managerial principles in Japan, China, and Korea.Business Horizons,32(2),26-31.
  20. Armstrong, J. S.,Overton, T. S.(1977).Estimating nonresponse bias in mail surveys.Journal of Marketing Research,14(3),396-402.
  21. Aryee, S.,Chay, Y. W.,Chew, J.(1994).An investigation of the predictors and outcomes of career commitment in three career stages.Journal of Vocational Behavior,44(1),1-16.
  22. Atinc, G.,Simmering, M. J.,Kroll, M. J.(2012).Control variable use and reporting in macro and micro management research.Organizational Research Methods,15(1),57-74.
  23. Autry, C. W.,Daugherty, P. J.(2003).Warehouse operations employees: Linking person-organization fit, job satisfaction, and coping responses.Journal of Business Logistics,24(1),171-197.
  24. Babakus, E.,Yavas, U.,Ashill, N. J.(2009).The role of customer orientation as a moderator of the job demand–burnout–performance relationship: A surface-level trait perspective.Journal of Retailing,85(4),480-492.
  25. Bagozzi, R. P.,Verbeke, W. J.,Dietvorst, R. C.,Belschak, F. D.,van den Berg, W. E.,Rietdijk, W. J.(2013).Theory of mind and empathic explanations of machiavellianism: A neuroscience perspective.Journal of Management,39(7),1760-1798.
  26. Bandura, A.(1977).Social learning theory.Englewood Cliffs, N.J.:Prentice Hall.
  27. Baranik, L. E.,Roling, E. A.,Eby, L. T.(2010).Why does mentoring work? The role of perceived organizational support.Journal of Vocational Behavior,76(3),366-373.
  28. Baron, R. M.,Kenny, D. A.(1986).The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations.Journal of Personality and Social Psychology,51(6),1173-1182.
  29. Becker, T. E.,Atinc, G.,Breaugh, J. A.,Carlson, K. D.,Edwards, J. R.,Spector, P. E.(2016).Statistical control in correlational studies: 10 essential recommendations for organizational researchers.Journal of Organizational Behavior,37(2),157-167.
  30. Borman, W. C.,Motowidlo, S. J.(1997).Task performance and contextual performance: The meaning for personnel selection research.Human Performance,10(2),99-109.
  31. Borman, W. C.,Motowidlo, S. M.(1993).Expanding the criterion domain to include elements of contextual performance.Personnel selection in organizations,San Francisco:
  32. Bozionelos, N.(2004).Mentoring provided: Relation to mentor's career success, personality, and mentoring received.Journal of Vocational Behavior,64(1),24-46.
  33. Bullis, C.,Bach, B. W.(1989).Are mentor relationships helping organizations? An exploration of developing mentee-mentor-organizational identifications using turning point analysis.Communication Quarterly,37(3),199-213.
  34. Byrne, Z. S.,Dik, B. J.,Chiaburu, D. S.(2008).Alternatives to traditional mentoring in fostering career success.Journal of Vocational Behavior,72(3),429-442.
  35. Cao, J.,Hamori, M.(2016).The impact of management development practices on organizational commitment.Human Resource Management,55(3),499-517.
  36. Carr, K.,Heiden, E. P.(2011).Revealing darkness through light: Communicatively managing the dark side of mentoring relationships in organizations.Australian Journal of Communication,38(1),89-104.
  37. Chao, G. T.(1997).Mentoring phases and outcomes.Journal of Vocational Behavior,51(1),15-28.
  38. Chao, G. T.,Walz, P.,Gardner, P. D.(1992).Formal and informal mentorship: A comparison of mentoring functions and contrast with nonmentored counterparts.Personnel Psychology,45(3),619-636.
  39. Chen, C.,Lei, J.,Hao, J.(2015).Hotel staff service sabotage behavior: Classification and impact on consumer willingness to pay.International Journal of Marketing Studies,7(4),136-144.
  40. Chen, Z. X.,Tsui, A. S.,Farh, J. L.(2002).Loyalty to supervisor vs. organizational commitment: Relationships to employee performance in China.Journal of Occupational and Organizational Psychology,75(3),339-356.
  41. Chi, N. W.,Chang, H. T.,Huang, H. L.(2015).Can personality traits and daily positive mood buffer the harmful effects of daily negative mood on task performance and service sabotage? A self-control perspective.Organizational Behavior and Human Decision Processes,131,1-15.
  42. Chun, J. U.,Sosik, J. J.,Yun, N. Y.(2012).A longitudinal study of mentor and protégé outcomes in formal mentoring relationships.Journal of Organizational Behavior,33(8),1071-1094.
  43. Conway, J. M.(1999).Distinguishing contextual performance from task performance for managerial jobs.Journal of Applied Psychology,84,3-13.
  44. Cropanzano, R.,Mitchell, M. S.(2005).Social exchange theory: An interdisciplinary review.Journal of Management,31(6),874-900.
  45. Dai, W.,Chen, X.,Arnulf, J. K.,Dai, M.(2014).Consequences of family interference with work: The roles of emotional exhaustion, service sabotage, and negative affectivity.Social Behavior and Personality: An International Journal,42(10),1613-1627.
  46. Darolia, C. R.,Kumari, P.,Darolia, S.(2010).Perceived organizational support, work motivation, and organizational commitment as determinants of job performance.Journal of the Indian Academy of Applied Psychology,36(1),69-78.
  47. Dawson, G. S.,Watson, R. T.(2007).Involved or committed? Similarities and differences in advising and mentoring in the academic and business world.Communications of the Association for Information Systems,20(1),3-10.
  48. Day, R.,Allen, T. D.(2004).The relationship between career motivation and self-efficacy with protégé career success.Journal of Vocational Behavior,64(1),72-91.
  49. De Pater, I. E.,Van Vianen, A. E.,Bechtoldt, M. N.,Klehe, U. C.(2009).Employees’ challenge job experiences and supervisors’ valuations of promotability.Personnel Psychology,62(2),297-325.
  50. DeRue, D. S.,Wellman, N.(2009).Developing leaders via experience: The role of developmental challenge, learning orientation, and feedback availability.Journal of Applied Psychology,94(4),859-875.
  51. Donaldson, S. I.,Ensher, E. A.,Grant-Vallone, E. J.(2000).Longitudinal examination of mentoring relationships on organizational commitment and citizenship behavior.Journal of Career Development,26(4),233-249.
  52. Dong, Y.,Seo, M. G.,Bartol, K. M.(2014).No pain, no gain: An affect-based model of developmental job experience and the buffering effects of emotional intelligence.Academy of Management Journal,57(4),1056-1077.
  53. Eby, L. T.,Allen, T. D.,Evans, S. C.,Ng, T.,DuBois, D. L.(2008).Does mentoring matter? A multidisciplinary meta-analysis comparing mentored and non-mentored individuals.Journal of Vocational Behavior,72(2),254-267.
  54. Eby, L. T.,Lockwood, A.(2005).Protégés’ and mentors’ reactions to participating in formal mentoring programs: A qualitative investigation.Journal of Vocational Behavior,67(3),441-458.
  55. Ensher, E. A.,Thomas, C.,Murphy, S. E.(2001).Comparison of traditional, step-ahead, and peer mentoring on protégés' support, satisfaction, and perceptions of career success: A social exchange perspective.Journal of Business and Psychology,15(3),419-438.
  56. Fagenson, E. A.(1989).The mentor advantage: Perceived career/job experiences of protégés versus nonprotégés.Journal of Organizational Behavior,10(4),309-320.
  57. Fagenson-Eland, E. A.,Marks, M. A.,Amendola, K. L.(1997).Perceptions of mentoring relationships.Journal of Vocational Behavior,51(1),29-42.
  58. Farh, J. L.,Hackett, R. D.,Liang, J.(2007).Individual-level cultural values as moderators of perceived organizational support–employee outcome relationships in China: Comparing the effects of power distance and traditionality.Academy of Management Journal,50(3),715-729.
  59. Feldman, D. C.(1999).Toxic mentors or toxic protégés? A critical re-examination of dysfunctional mentoring.Human Resource Management Review,9(3),247-278.
  60. Fu, W.,Deshpande, S. P.(2014).The impact of caring climate, job satisfaction, and organizational commitment on job performance of employees in a China's insurance company.Journal of Business Ethics,124(2),339-349.
  61. Gardner, R. G.,Harris, T. B.,Li, N.,Kirkman, B. L.,Mathieu, J. E.(2017).Understanding "It Depends" in organizational research: A theory-based taxonomy, review, and future research agenda concerning interactive and quadratic relationships.Organizational Research Methods,20(4),610-638.
  62. Ghosh, R.(2014).Antecedents of mentoring support: A meta-analysis of individual, relational, and structural or organizational factors.Journal of Vocational Behavior,84(3),367-384.
  63. Goldner, L.,Mayseless, O.(2008).Juggling the roles of parents, therapists, friends and teachers - A working model for an integrative conception of mentoring.Mentoring & Tutoring: Partnership in Learning,16(4),412-428.
  64. Grant, A. M.,Parker, S.,Collins, C.(2009).Getting credit for proactive behavior: Supervisor reactions depend on what you value and how you feel.Personnel Psychology,62(1),31-55.
  65. Gremler, D. D.,Gwinner, K. P.(2000).Customer-employee rapport in service relationships.Journal of Service Research,3(1),82-104.
  66. Gruys, M. L.,Sackett, P. R.(2003).Investigating the dimensionality of counterproductive work behavior.International Journal of Selection and Assessment,11(1),30-42.
  67. Hair, J. F.,Black, W. C.,Babin, B. J.,Anderson, R. E.(2010).Multivariate data analysis: A global perspective.Upper Saddle River, NJ:Pearson Education Inc..
  68. Hair, J. F.,Hult, G. T. M.,Ringle, C. M.,Sarstedt, M.(2014).A primer on partial least squares structural equation modeling (PLS-SEM).Thousand Oaks, CA:Sage Publications.
  69. Hair, J. F.,Hult, G. T. M.,Ringle, C.,Sarstedt, M.(2017).A primer on partial least squares structural equation modeling (PLS-SEM).Thousand Oaks, CA:Sage Publications.
  70. Hair, J. F.,Ringle, C. M.,Sarstedt, M.(2011).PLS-SEM: Indeed a silver bullet.Journal of Marketing Theory and Practice,19(2),139-152.
  71. Hair, J. F.,Sarstedt, M.,Ringle, C. M.,Gudergan, S. P.(2018).Advanced issues in partial least squares structural equation modeling.Thousand Oaks, CA:Sage Publications.
  72. Hair, J.,Hollingsworth, C. L.,Randolph, A. B.,Chong, A. Y. L.(2017).An updated and expanded assessment of PLS-SEM in information systems research.Industrial Management & Data Systems,117(3),442-458.
  73. Hancock, G. R.(Ed.),Mueller, R. O.(Ed.)(2013).Quantitative methods in education and the behavioral sciences: Issues, research, and teaching. Structural equation modeling: A second course.Charlotte, NC:IAP Information Age Publishing.
  74. Harman, H. H.(1976).Modern factor analysis.Chicago, IL:The University of Chicago Press.
  75. Harper, D.(1990).Spotlight abuse-save profits.Industrial Distribution,79(3),47-51.
  76. Harris, L. C.,Ogbonna, E.(2006).Service sabotage: A study of antecedents and consequences.Journal of the Academy of Marketing Science,34(4),543-558.
  77. Harris, L. C.,Ogbonna, E.(2002).Exploring Service Sabotage: The antecedents, Types and consequences of frontline, deviant, antiservice behaviors.Journal of Service Research,4(3),163-183.
  78. Harris, L. C.,Ogbonna, E.(2009).Service sabotage: The dark side of service dynamics.Business Horizons,52(4),325-335.
  79. Hartline, M. D.,Ferrell, O. C.(1996).The management of customer-contact service employees: An empirical investigation.Journal of Marketing,60(4),52-70.
  80. Hawkins, R.(1984).Employee theft in the restaurant trade: Forms of ripping off by waiters at work.Deviant Behavior,5(1-4),47-69.
  81. Hayes, A. F.(2013).Introduction to mediation, moderation, and conditional process analysis: A regressionbased approach.New York, NY:Guilford Press.
  82. Hayes, A. F.(2009).Beyond Baron and Kenny: Statistical mediation analysis in the new millennium.Communication Monographs,76(4),408-420.
  83. Henseler, J.,Ringle, C. M.,Sinkovics, R. R.(2009).The use of partial least squares path modeling in international marketing.Advances in International Marketing,20,277-319.
  84. Hofstede, G.(2001).Culture's consequences: Comparing values, behaviors, institutions, and organizations across nations.Thousand Oaks, CA:Sage Publications.
  85. Hu, C.,Pellegrini, E. K.,Scandura, T. A.(2011).Measurement invariance in mentoring research: A cross-cultural examination across Taiwan and the US.Journal of Vocational Behavior,78(2),274-282.
  86. Hu, C.,Wang, S.,Yang, C. C.,Wu, T. Y.(2014).When mentors feel supported: Relationships with mentoring functions and protégés' perceived organizational support.Journal of Organizational Behavior,35(1),22-37.
  87. Hülsheger, U. R.,Schewe, A. F.(2011).On the costs and benefits of emotional labor: a meta-analysis of three decades of research.Journal of Occupational Health Psychology,16(3),361-389.
  88. Hunt, D. M.,Michael, C.(1983).Mentorship: A career training and development tool.Academy of Management Review,8(3),475-485.
  89. Jamal, M.(2011).Job stress, job performance and organizational commitment in a multinational company: An empirical study in two countries.International Journal of Business and Social Science,2(20),20-29.
  90. James, L. R.,Mulaik, S. A.,Brett, J. M.(2006).A tale of two methods.Organizational Research Methods,9(2),233-244.
  91. Jaramillo, F.,Mulki, J. P.,Marshall, G. W.(2005).A meta-analysis of the relationship between organizational commitment and salesperson job performance: 25 years of research.Journal of Business Research,58(6),705-714.
  92. Kao, F. H.,Cheng, B. S.,Kuo, C. C.,Huang, M. P.(2014).Stressors, withdrawal, and sabotage in frontline employees: The moderating effects of caring and service climates.Journal of Occupational and Organizational Psychology,87(4),755-780.
  93. Khan, M. R.,Ziauddin, J. F.,Ramay, M. I.(2010).The impacts of organizational commitment on employee job performance.European Journal of Social Sciences,15(3),292-298.
  94. Kilpatrick, A. O.(1989).Burnout correlates and validity of research designs in a large panel of studies.Journal of Health and Human Resources Administration,12(1),25-45.
  95. Kim, S. S.,Im, J.,Hwang, J.(2015).The effects of mentoring on role stress, job attitude, and turnover intention in the hotel industry.International Journal of Hospitality Management,48(6),68-82.
  96. Koberg, C. S.,Boss, R. W.,Goodman, E.(1998).Factors and outcomes associated with mentoring among health-care professionals.Journal of Vocational Behavior,53(1),58-72.
  97. Kram, K. E.(1983).Phases of the mentor relationship.Academy of Management Journal,26(4),608-625.
  98. Kram, K. E.,Isabella, L. A.(1985).Mentoring alternatives: The role of peer relationships in career development.Academy of Management Journal,28(1),110-132.
  99. Kuo, Y. K.(2013).Organizational commitment in an intense competition environment.Industrial Management & Data Systems,113(1),39-56.
  100. Laabs, J.(1999).Employee sabotage: Don't be a target.Workforce,78(7),32-42.
  101. Lankau, M. J.,Carlson, D. S.,Nielson, T. R.(2006).The mediating influence of role stressors in the relationship between mentoring and job attitudes.Journal of Vocational Behavior,68(2),308-322.
  102. Lankau, M. J.,Scandura, T. A.(2002).An investigation of personal learning in mentoring relationships: Content, antecedents, and consequences.Academy of Management Journal,45(4),779-790.
  103. Lee, J. J.,Ok, C. M.(2014).Understanding hotel employees’ service sabotage: Emotional labor perspective based on conservation of resources theory.International Journal of Hospitality Management,36(1),176-187.
  104. Liang, H.,Saraf, N.,Hu, Q.,Xue, Y.(2007).Assimilation of enterprise systems: The effect of institutional pressures and the mediating role of top management.MIS Quarterly,31(1),59-87.
  105. Liao, H.,Chuang, A.(2004).A multilevel investigation of factors influencing employee service performance and customer outcomes.Academy of Management Journal,47(1),41-58.
  106. Litzky, B. E.,Eddleston, K. A.,Kidder, D. L.(2006).The good, the bad, and the misguided: How managers inadvertently encourage deviant behaviors.Academy of Management Perspectives,20(1),91-103.
  107. Luo, P.,Bao, Z.(2013).Affectivity, emotional exhaustion, and service sabotage behavior: The mediation role of rumination.Social Behavior and Personality: An international journal,41(4),651-661.
  108. Maruyama, G. M.(1998).Basics of structural equation modeling.Thousand Oaks, CA:Sage Publications.
  109. Matthijs Bal, P.,Chiaburu, D. S.,Jansen, P. G.(2010).Psychological contract breach and work performance: Is social exchange a buffer or an intensifier?.Journal of Managerial Psychology,25(3),252-273.
  110. McDowall-Long, K.(2004).Mentoring relationships: Implications for practitioners and suggestions for future research.Human Resource Development International,7(4),519-534.
  111. Mehrabian, A.,Russell, J. A.(1974).An approach to environmental psychology.Cambridge, MA:MIT Press.
  112. Meyer, J. P.,Allen, N. J.(1991).A three-component conceptualization of organizational commitment.Human Resource Management Review,1(1),61-89.
  113. Meyer, J. P.,Allen, N. J.,Smith, C. A.(1993).Commitment to organizations and occupations: Extension and test of a three-component conceptualization.Journal of Applied Psychology,78(4),538-551.
  114. Morgan R. M.,Hunt S. D.(1994).The commitment-trust theory of relationship marketing.Journal of Marketing,58(3),20-38.
  115. Morgan-Lopez, A. A.,MacKinnon, D. P.(2006).Demonstration and evaluation of a method for assessing mediated moderation.Behavior Research Methods,38(1),77-87.
  116. Morris, J. H.,Sherman, J. D.(1981).Generalizability of an organizational commitment model.Academy of Management Journal,24(3),512-526.
  117. Morrow, P. C.(1983).Concept redundancy in organizational research: The case of work commitment.Academy of Management Review,8(3),486-500.
  118. Motowidlo, S. J.,Borman, W. C.,Schmit, M. J.(1997).A theory of individual differences in task and contextual performance.Human Performance,10(2),71-83.
  119. Mowday, R. T.,Porter, L. W.,Dubin, R.(1974).Unit performance, situational factors, and employee attitudes in spatially separated work units.Organizational Behavior and Human Performance,12(2),231-248.
  120. Mowday, R. T.,Porter, L. W.,Steers, R. M.(1982).Employee-Organization linkages: The psychology of commitment, absenteeism, and turnover.New York, NY:Academic Press.
  121. Park, J. H.,Newman, A.,Zhang, L.,Wu, C.,Hooke, A.(2016).Mentoring functions and turnover intention: The mediating role of perceived organizational support.The International Journal of Human Resource Management,27(11),1173-1191.
  122. Payne, S. C.,Huffman, A. H.(2005).A longitudinal examination of the influence of mentoring on organizational commitment and turnover.Academy of Management Journal,48(1),158-168.
  123. Pellegrini, E. K.,Scandura, T. A.(2005).Construct equivalence across groups: An unexplored issue in mentoring research.Educational and Psychological Measurement,65(2),323-335.
  124. Podsakoff, P. M.,MacKenzie, S. B.,Lee, J. Y.,Podsakoff, N. P.(2003).Common method biases in behavioral research: A critical review of the literature and recommended.Journal of Applied Psychology,88(5),879-903.
  125. Porter, L. W.,Steers, R. M.,Mowday, R. T.,Boulian, P. V.(1974).Organizational commitment, Work satisfaction, and turnover among psychiatric technicians.Journal of Applied Psychology,59(5),603-609.
  126. Preacher, K. J.,Hayes, A. F.(2008).Asymptotic and resampling strategies for assessing and comparing indirect effects in multiple mediator models.Behavior Research Methods,40(3),879-891.
  127. Price, J. L.(1997).Handbook of organizational measurement.International Journal of Manpower,18(4/5/6),305-558.
  128. Pullins, E. B.,Fine, L. M.(2002).How the performance of mentoring activities affects the mentor's job outcomes.Journal of Personal Selling & Sales Management,22(4),259-271.
  129. Ragins, B. R.(1997).Diversified mentoring relationships in organizations: A power perspective.Academy of Management Review,22(2),482-521.
  130. Ragins, B. R.,Cotton, J. L.,Miller, J. S.(2000).Marginal mentoring: The effects of type of mentor, quality of relationship, and program design on work and career attitudes.Academy of Management Journal,43(6),1177-1194.
  131. Ragins, B. R.,Verbos, A. K.(2007).Positive relationships in action: Relational mentoring and mentoring schemas in the workplace.Exploring positive relationships at work: Building a theoretical and research foundation,Mahwah, NJ:
  132. Reid, M. F.,Allen, M. W.,Riemenschneider, C. K.,Armstrong, D. J.(2008).The role of mentoring and supervisor support for state IT employees' affective organizational commitment.Review of Public Personnel Administration,28(1),60-78.
  133. Robbins, S.,Judge, T. A.,Millett, B.,Boyle, M.(2013).Organisational behavior.New Jersey, NJ:Pearson Higher Education AU, Midland.
  134. Rutherford, B. N.,Wei, Y.,Park, J.,Hur, W. M.(2012).Increasing job performance and reducing turnover: An examination of female Chinese salespeople.Journal of Marketing Theory and Practice,20(4),423-436.
  135. Scandura, T. A.(1992).Mentorship and career mobility: An empirical investigation.Journal of Vocational Behavior,13(2),169-174.
  136. Schermerhorn J. R.,Hunt, J. G.,Osborn, R. N.(2005).Organizational behavior.New York, NY:Wiley.
  137. Skarlicki, D. P.,van Jaarsveld, D. D.,Walker, D. D.(2008).Getting even for customer mistreatment: The role of moral identity in the relationship between customer interpersonal injustice and employee sabotage.Journal of Applied Psychology,93(6),1335-1347.
  138. Slora, K. B.(1989).An empirical approach to determining employee deviance base rates.Journal of Business and Psychology,4(2),199-219.
  139. Sobel, M. E.(1982).Asymptotic confidence intervals for indirect effects in structural equation models.Sociological methodology,13,290-312.
  140. Steers, R. M.(1977).Antecedents and outcomes of organizational commitment.Administrative Science Quarterly,22(1),46-56.
  141. Sun, L. Y.,Pan, W.,Chow, I. H. S.(2014).The role of supervisor political skill in mentoring: Dual motivational perspectives.Journal of Organizational Behavior,35(2),213-233.
  142. Viator, R. E.(2001).The association of formal and informal public accounting mentoring with role stress and related job outcomes.Accounting, Organizations and Society,26(1),73-93.
  143. Wallace, E.,De Chernatony, L.(2009).Exploring brand sabotage in retail banking.Journal of Product & Brand Management,18(3),198-211.
  144. Wallace, E.,De Chernatony, L.(2008).Classifying, identifying and managing the service brand saboteur.The Service Industries Journal,28(2),151-165.
  145. Wanberg, C. R.,Welsh, E. T.,Hezlett, S. A.(2003).Mentoring research: A review and dynamic process model.Research in personnel and human resources management,Bingley, UK:
  146. Wang, J. H.,Tsai, K. C.,Lei, L. J. R.,Lai, S. K.(2016).Relationships among job satisfaction, Organizational commitment, and turnover intention: Evidence from the gambling industry in Macau.Business and Management Studies,2(1),104-110.
  147. Wang, M.,Liao, H.,Zhan, Y.,Shi, J.(2011).Daily customer mistreatment and employee sabotage against customers: Examining emotion and resource perspectives.Academy of Management Journal,54(2),312-334.
  148. Weinberg, F. J.,Lankau, M. J.(2011).Formal mentoring programs: A mentor-centric and longitudinal analysis.Journal of Management,37(6),1527-1557.
  149. Whitely, W. T.,Coetsier, P.(1993).The relationship of career mentoring to early career outcomes.Organization Studies,14(3),419-441.
  150. Whitely, W.,Dougherty, T. W.,Dreher, G. F.(1991).Relationship of career mentoring and socioeconomic origin to managers' and professionals' early career progress.Academy of Management Journal,34(2),331-350.
  151. Williams, L. J.,Hartman, N.,Cavazotte, F.(2010).Method variance and marker variables: A review and comprehensive CFA marker technique.Organizational Research Methods,13(3),477-514.
  152. Wilson, J. A.,Elman, N. S.(1990).Organizational benefits of mentoring.Academy of Management Perspectives,4(4),88-94.
  153. Yeh, C. W.(2015).Linking customer verbal aggression and service sabotage.Journal of Service Theory and Practice,25(6),877-896.
  154. Young, A. M.,Perrewe, P. L.(2000).What did you expect? An examination of career-related support and social support among mentors and protégés.Journal of Management,26(4),611-632.
  155. Zey, M. G.(1984).The mentor connection: Strategic alliances in corporate life.Homewood, IL:Dow Jones-Irwin.
  156. 朱瑞玲, R. L.(1993)。臺灣心理學研究之本土化的回顧與展望。本土心理學研究，1，89-119。
  157. 常亞平, Y. P.,鄭宇, Y.,朱東紅, D. H.,閻俊, J.(2010)。企業員工文化匹配、組織承諾和工作績效的關係研究。管理學報，7(3)，373-378。
  158. 張瑞當, R. D.,徐漢祥, H. S.,倪豐裕, F. Y.(2001)。公平性認知對組織成員工作滿意度與組織承諾影響之實證研究。中山管理評論，9(1)，135-163。
  159. 黃光國, K. K.(1999)。也談“人情”與“關係”的構念化。本土心理學研究，12，215-248。
被引用次数
  1. 潘博宇,樊祖燁,曾賢德(2022)。知識基礎理論應用於專業服務廠商提升組織能耐之研究－以資訊服務業為例。商管科技季刊，23(1)，73-106。
print cancel