早在2007年就出現全球人才短缺的警訊，僱主們紛紛表示兩個主要的全球趨勢導致了此困境，其一是少子化現象造成市場人力供應不足的問題，其二是難以找到符合企業需求的合適人才，為了解決雇主不易找到理想人才的問題，辦理實習計畫成為企業熱門的選擇，然而當實習成為學生與企業界互相了解的主要管道，雙方在實習過程中的互動與對此關係的想法就極為重要。是以，本研究透過訪談法來探究實習生與雇主雙方對實習經驗之認知，並從中檢視雙方可能產生的認知落差，期望透過此研究消弭認知落差帶來的負面影響，有效提升雙方的實習經驗。研究結果指出實習生與雇主的主要三大實習認知落差包括:(1)實習生實習動機與雇主辦理實習目的之落差、(2)師徒互動關係之期待落差、(3)對軟實力期待之落差。

Since in 2007, shortage of global talents has threatened every country. Employers showed that two main trends caused such dilemma. One is the phenomena of low birth rate which leads to inadequate supply of workforce in business markets. Another one is the difficulty in finding qualified human labors that meet employers’ expectation. In order to solve the problem of finding ideal talents, hosting internship programs become a popular choice for enterprises. However, since internship has gradually become the main channel for students and enterprises to know more about each other, it is vital to figure out the interaction between them and their respective thoughts on internship experiences. Hence, in this study, we adopted qualitative research to interview the perceptions of internship experiences from both interns and employers. Expecting to examine possible perception gaps between them and manage to decrease negative impacts stem from these gaps. Three main gaps of their perceptions on internship include :
(1) gaps between intern’s motivation and employers purpose on hosting internship
(2) gaps between interns and employers’ expectation on mentoring relationship
(3) gaps between interns and employers’ expectation on soft skills to be acquired

學位論文審定書 i
摘要 ii
Abstract iii
Table of Contents iv
List of Tables vi
List of Figures vii
Chapter 1 Introduction 1
1.1 Research Background and Motivation 1
1.2 Research Objectives 1
Chapter 2 Literature Review 3
2.1 Definition of Internship 6
2.2 Values of Internship 6
2.3 Intern’s Motivation 8
2.4 Intern’s Role 9
2.5 Mentoring Relationship 10
2.6 Soft Skills 12
Chapter 3 Research Method 14
3.1 Research Structure 14
3.2 Research Method 15
3.3 Research Process and Design 16
Chapter 4 Result 20
4.1 Interns’ expectation and perceived internship effectiveness 20
4.1.1 Motivation 20
4.1.2 Choosing the Right one 25
4.1.3 Perceived Role 30
4.1.4 Mentoring Relationship 34
4.1.5 General Comments and Behaviors followed 39
4.1.6 Perceived Organizational Support 48
4.1.7 Growth : Soft Skills 51
4.2 Industry’s expectation and perceived internship effectiveness 61
4.2.1 Purpose 61
4.2.2 Role Perception 61
4.2.3 Mentoring Relationship 65
4.2.4 Expected Personal Growth : Soft Skills 68
4.2.5 Values of Internship 73
4.3 Similarity and Gaps : from interns and industry’s perspectives 78
4.3.1 motivation and purpose 86
4.3.2 mentoring relationship 86
4.3.3 soft skills acquired and required 93
Chapter 5 Conclusion and Suggestion 105
5.1 main findings 105
5.2 managerial implications and suggestions of the study 110
5.2.1 implications and suggestions for interns 110
5.2.2 implications and suggestions for industry 115
5.3 limitation 121
5.4 recommendation for future research 122
Reference 124
Appendix I : Interview Questions 128

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