导师制对员工发展影响研究.docVIP

PAGE PAGE 35 导师制对员工发展影响研究 摘要：企业导师制是企业培养员工，规划员工职业生涯的的重要手段。导师制以导师与员工的沟通与交流的方式，来提升员工对员工企业文化价值观的感知与理解，同时也通过工作经验、技巧的分享，“手把手”地传授技能，快速地提升员工的职业技能以及储备干部的管理能力，从而最终实现企业与员工的共赢。但是国内近年来对于导师制的研究依然停留在高校导师制的方向上，对于企业导师制的研究成果相对较少。另外，现有的企业导师制研究里，针对不同类型导师制对于员工影响的理论成果也并不多。本文将以有无导师制以及不同导师制关系的员工作为研究对象，并将组织承诺、工作满意度以及工作绩效作为参考变量，来探讨不同的导师制关系下对于员工发展的影响。本文通过问卷调查的方式，采用SPSS软件进行数据分析，主要得出了以下结论：第一，相对于无导师的员工，拥有职业导师的员工普遍拥有更强的组织承诺，更高的工作满意度以及更好的工作绩效；第二，相对于非正式导师，拥有正式导师的员工有更强的组织承诺和工作满意度；第三，相对于非直属导师，拥有直属导师的员工有更高的工作满意度。 关键词：导师制，组织承诺，工作满意度，工作绩效 Research of mentoring impact on staff development Abstract: Companies mentoring is one important means of staff training and their career planning. Tutorial system enhance employee understanding of corporate culture values by communication with mentor and employees, but also through work experience, skill sharing, hands to hands teaching skills to improve employee skills and career management reserve cadres quickly, and ultimately achieve a win-win business and employees. However, most of the study of mentoring is still stuck in the direction of the university mentoring in China, relatively little research for business mentoring. In addition, the existing enterprise mentoring studies for different types of mentoring for the employees affected by the theoretical results are lacking. This article will take advantage when employee has or doesn’t have one mentor and which type of their mentor relationship for researching the impact of mentoring. Through questionnaires, using SPSS software for data analysis, the main conclusions are as follows: First, with respect to the non-mentor employees, those who have a mentor generally have stronger organizational commitment, higher job satisfaction and better job performance; second, as opposed to an informal mentor, employees who have formal mentors will have stronger organizational commitment and higher job satisfaction; third, relative to non-directly under mentor, employees who have the directly mentors will have higher job