| Summary: | 碩士 === 中國文化大學 === 勞動學研究所 === 97 === Under the oncoming prosperity of globalization with the tendency of technical developments, the competitions of enterprises grow with each passing day. Undoubtedly, it reveals fights in outstanding elites that make employers pay more attention on training available employees according to their needs. The purpose of this study is to probe into the effect studies among the forms of mentoring relationships, mentoring cognitive and employees’ career development with high-tech industry; thus, the study attempts to understand the study attempts to understand how much mentoring cognitive influences employees’ career development and if there’s any correlation.
The questionnaire survey was chosen in this study as confirmation; high-tech industry in electronic, chemical, machinery, etc. were selected as research scope; professionals of every department from high-tech industries as ones who answer the questions were applied. 568 questionnaires were handed out, and 556 ones were received back. After eliminating 238 invalid questionnaires, the total of valid questionnaires were 318 with 55.9% effective response rate. Statistical analysis adopted were reliability analysis, correlation analysis, regression analysis and one- way ANOVA to verify.
Three conclusions of this study are as follows to describe the relations among the forms of mentoring relationships, mentoring cognitive and employees’ career development:
1.The forms of mentoring relationships have no significant difference in mentoring function. In order to avoid the departure of statistics from nearly half questionnaires in informal-non supervisor, statistical analysis adopts one- way analysis of variances to gain verified data once of formal- supervisor, formal- supervisor and informal- supervisor. The form of mentoring relationships had significant difference in mentoring function.
2.The mentee’s cognitive mentoring in its function has notably positive influence on career development. There’s a significant correlation among vocational functions, career plan and career management. Social support function also has correlation on career plan and career management. Besides, role modeling function shows correlation on career plan and career management.
3.Different forms of mentoring relationships show fractional significant difference to career development. The differences of various forms of mentoring relationships are significant to career plan: the differences between the forms of Informal- supervisor and formal-non supervisor are significant; moreover, the differences between the forms of formal- supervisor and formal- supervisor are significant.
4.Vocational function and Role modeling function have effect on the relationship between forms of mentoring and career development.
When the enterprise will develop mentor relationship, it would be based on substance demand to discover the suitable mentoring function. Through bringing from mentoring function, it will get the well-arranged in employee’s career development. To expect achieving the best beneficial result from developing mentoring function and career development, it’s necessary to integrate organization’s substance demand.
|
|---|
