儲備幹部的熱潮席捲各行各業，「儲備幹部」以往最常出現在外商，特別是金融業，目前從傳產、製造、科技、零售、批發、餐飲甚至設計業等，皆紛紛導入儲備幹部計畫，其主要目的無非希望能藉由速成的手段，讓初入企業的儲備人才以密集培訓的方式迅速累積能力與經驗，替組織快速地培育未來的管理幹部。
儲備幹部的養成需要組織投入大量的資源，然而儲備幹部的高流動率一直是企業面臨的問題，此對企業來說無疑是潛在的威脅。在儲備幹部計畫底下時常可以發現其與導師制（或師徒制）的關係密不可分，多數的企業將導師制的導入作為儲備幹部計劃的必要配備，因為師徒關係的好壞將會是影響徒弟未來發展的重要因子，而儲備幹部所知覺的師徒關係品質將成為留住人才的關鍵。
本研究抽樣115位儲備幹部，藉由迴歸分析之後發現，儲備幹部知覺的師徒品質對於留職意願有正向的影響，再者，以職涯滿意度探討中介效果，發現其會影響知覺師徒品質與留職意願的關係，結果顯示在知覺良好的師徒品質下，儲備幹部亦須有良好的職涯滿意度才能達成其留職意願的效果。此外，本研究亦檢驗自我效能為知覺師徒品質與職涯滿意度的調節效果，然而研究結果發現自我效能對於儲備幹部所知覺的師徒品質與職涯滿意度沒有顯著影響。

Popular trends of fast track programs raise attention recently. The concept of fast track programs are originally adopted in foreign invested companies and widely used in financial industries, and people in programs are called high flyers, they play as key roles in programs. One of the main advantages of fast track programs is helping organization to cultivate future managers within rather short time. It costs considerably to nurture these high flyers; however, high turnover rate remains the problem of the programs. It is common to find that fast track programs are often equipped with mentoring systems; hence, this study argues that whether mentoring system can act a key factor to retain these talents, because mentoring relationship is regarded to influence the development of high flyers in the future.
The current study involves 115 high flyers as the research sample. Based on regression analysis, the result indicates that their perceived mentorship quality is positively related to intention to stay. Further, career satisfaction is found to mediate the relationship between perceived mentorship quality and intention to stay. High flyers’ intention to stay is strongly influenced by how they sense their career satisfaction from mentorship quality. Besides, the current study also examines high flyers’ self-efficacy as moderator between perceived mentoring quality and career satisfaction; however, no significant result indicates the moderating effect on this relationship.

Contents
論文審定書 i
論文公開授權書 ii
中文摘要 iii
Abstract iv
Contents v
Contents of Figure and Table vii
1. INTRODUCTION 1
1.1. Research Background and Motivation 1
1.2. Research Objectives 6
2. LITERATURE REVIEW 8
2.1. Fast Track Programs 8
2.2. Perceived Mentorship Quality 11
2.3. The Consequences of High Flyer’s Perceived Mentorship Quality 15
2.4. The Mediating Effect of Career Satisfaction 21
2.5. Self-Efficacy As A Moderator Between Perceived Mentorship Quality and
Career Satisfaction 23
3. METHOD 26
3.1. Participants and Procedures 26
3.2. Analytical Method 28
3.2.1. Descriptive Statistics Analysis 29
3.2.2. Correlation Analysis 29
3.2.3. Regression Analysis 29
3.3. Measures 30
3.3.1. High Flyers’ Perceived Mentorship Quality 30
3.3.2. Career Satisfaction 31
3.3.3. Intention to Stay 31
3.3.4. Self-Efficacy 32
3.3.5. Control Variables 33
3.4. Theory Model 33
4. RESULTS 35
5. DISCUSSION 43
5.1. Research Conclusions 43
5.2. Managerial Implication 45
5.3. Research Limitation and Recommendation for Future Research 46
REFERENCES 49
APPENDIX 55

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