當你感到支持：探討師徒支持對於屈就、幸福感、職涯高原及離職率影響

Abstract

本研究根據工作要求 - 資源模型（JD-R Model）理論觀點，研究了師徒功能（即職涯、社會心理支持）與知覺屈就、工作滿意度、離職意圖，情緒疲勞以及職涯高原之間的關係。簡而言之，本研究探討了知覺組織支持與這些影響因素的關係。本研究共有281位參與者，採用階層線性迴歸模型驗證假設。研究結果顯示社會心理支持與工作滿意度呈正相關，也就是說受指導的員工會有較高的工作滿意度。此外，研究發現職涯、社會心理支持和職涯高原呈現高度相關，也就是說受到更多職涯、社會心理支持的員工會比較少經歷到職涯高原。另一方面，知覺屈就、離職意圖和情緒疲勞並沒有發現與師徒功能有顯著關係。然而，這些研究結果仍蘊含未來研究師徒功能和工作相關成效的重要意義。

The present study examined the relationship among, mentoring functions (i.e., career support, psychosocial support), perceived overqualification, job satisfaction, turnover intention, emotional exhaustion, and career plateau based upon the Job Demand-Resources (JD-R) theory perspective. Precisely, these relationships were studied over and beyond any influence of perceived organizational support. Hierarchical Linear Regression model was used to test the hypotheses in a sample of 281 participants. The results found that the psychosocial support was positively related to job satisfaction, which indicates that mentored employees might show higher levels of job satisfaction. Additionally, career and psychosocial support were found to be significantly associated to career plateau. This indicates that protégées who receive more career and psychosocial support might be less likely experience career plateau. On the other hand, the relationship among, mentoring functions, perceived overqualification, turnover intention, and emotional exhaustion was not found to be significant. However, Findings on this research may provide important implications for future studies about. mentoring and employees’ work related outcomes.