徒弟師徒功能認知、工作滿足與留任意願關係之研究

Abstract

近年來，受到COVID-19疫情影響，後疫情時代普遍出現了缺工現象，使得提高員工工作滿足感和留任率成為企業必須關注的核心議題。研究者從事人力資源工作多年，發現國內許多企業近年來積極導入師徒制度，以提升員工的留任意願，這顯示了師徒制度對企業的重要性。本研究以徒弟的視角為出發點，分析師徒功能認知、工作滿足度與留任意願之間的關聯，並檢視工作滿足度的中介作用。本研究以金融服務業的從業人員為研究對象，透過網路發放問卷，最終收回了474份有效問卷，分析方式採用敘述性統計分析、皮爾森積差相關分析、信效度分析、階層迴歸分析及驗證性因素分析等方法，主要研究結論顯示：師徒功能認知對留任意願和工作滿足均有正向影響，工作滿足對留任意願也具有正向影響，且在師徒功能認知與留任意願之間，工作滿足起到部分中介作用。根據研究結果，本研究提出了調整與改善建議，供其他企業在推行師徒制度時參考，以期提升員工的工作滿足感和留任意願。In recent years, affected by the COVID-19 epidemic, work shortages have generally occurred in the post-epidemic era, making improving employee job satisfaction and retention rates a core issue that companies must pay attention to. Researchers have been working in human resources for many years and found that many domestic companies have actively introduced the mentoring system in recent years to improve employees' willingness to stay. This shows the importance of the mentoring system to companies. This study uses the perspective of apprentices as a starting point to analyze the relationship between apprentices' functional cognition, job satisfaction and intention to stay, and examines the mediating role of job satisfaction. This study focused on practitioners in the financial services industry. Questionnaires were distributed through the Internet, and 474 valid questionnaires were finally recovered. Theanalysis methods used narrative statistical analysis, Pearson product-difference correlation analysis, reliability and validity analysis, and hierarchical regression. Analysis and confirmatory factor analysis and other methods, the main research conclusions show that: mentoring functional cognition has a positive impact on retention intention and job satisfaction, job satisfaction also has a positive impact on retention intention, and there is a relationship between mentoring functional cognition and job satisfaction. Job satisfaction plays a partial mediating role between intention to stay. Based on the research results, this study puts forward suggestions for adjustments and improvements for other companies to refer to when implementing the mentoring system, with a view to improving employees' job satisfaction and willingness to stay.