本研究以徒弟感知為出發點，探討徒弟在知覺師徒制度下所發揮的功能，並探討對工作績效所產生之影響，並納入組織承諾為中介效果，另探討師徒關係是否將分別對師徒功能與工作績效，以及組織承諾與工作績效所產生之效果。
本研究採問卷調查法，針對119份有效問卷進行統計分析，研究結果驗證師徒功能正向影響組織承諾與工作績效，也證實組織承諾在師徒功能與工作績效間具有部分中介效果；於調節效果檢驗之結果為，當師傅與徒弟性別為不相同時，師傅給予徒弟在社會支援以及職涯發展兩層面的影響，將對徒弟在工作績效的正向影響相較師徒同性別時更為增強。
最後，基於本研究之結果提出具體的管理意涵及建議，以做為未來研究之參考。

The study using the proteges's perspective, this study examined the relationships among the type of mentoring relationships, mentoring functions and Organizational commitment and job performance.
The self-report questionnaires were used in this study, a total 199 of questionnaires are collected. The results indicated that the mentoring function is positively related to organization commitment and work performance. The organization commitment is additionally found to have partial mediating effect of mentoring function and job performance. In addition, the result of the moderating effects, when the mentor relationship is of different genders, the positive relationship between mentor function in social support and career development and job performance will be more enhanced than the same gender.
Finally, based on the research, theoretical implications have been suggested along with the direction for future researchers.

論文審定書..................................................................................................i
誌　謝.........................................................................................................ii
摘　要........................................................................................................iii
Abstract.....................................................................................................iv
目　錄.........................................................................................................v
圖　目　錄................................................................................................vi
表　目　錄...............................................................................................vii
第一章 緒論................................................................................................1
第一節 研究背景與動機...........................................................................1
第二節 研究目的......................................................................................4
第二章 文獻探討........................................................................................5
第一節 師徒關係與功能 (Mentoring Relationship and Functions).......5
第二節 組織承諾 (Organizational Commitment)...................................9
第三節 工作績效 (Job Performance)...................................................11
第三章 研究方法......................................................................................13
第一節 研究架構....................................................................................13
第二節 研究樣本....................................................................................13
第三節 研究變項與衡量工具.................................................................14
第四章 研究結果......................................................................................17
第一節　敘述性統計與信度及相關分析...............................................17
第二節　假設檢定結果..........................................................................22
第五章 結論與建議...................................................................................30
第一節　研究結果..................................................................................30
第二節　管理意涵..................................................................................34
第三節　研究限制與建議.......................................................................36
參考文獻...................................................................................................38
附錄、研究問卷........................................................................................43

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郭齡筑(2012)。師徒功能與工作績效之研究：以中國鋼鐵為例，未出版之碩士論文，國立臺中教育大學，臺中。
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黃識銘、范凱棠(2019)。師徒職涯功能對工作績效之影響：中介與干擾的混合影響，管理學報，36(1)，83-116。
劉怡蘭（2006）。師徒關係對組織社會化的影響，未出版碩士論文，國立中央大學人力資源管理研究所碩士論文，桃園。
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