| Summary: | 碩士 === 國立嘉義大學 === 企業管理學系 === 102 === The capacity for innovation has become crucial for business to survive fierce competition and the ever-changing environment nowadays. The will and capability of employee to innovate have also become one of the key factors for corporations to gain and maintain competitiveness. The employees’ intent and capability for innovation can be invaluable resource for growth and prosperity of organizations. Therefore, management researchers have long been interested in how to foster innovative capability of employee in workplace. Previous research studied various ways of employee training and development programs and their effects on employee innovative capability. However, little has been done to examine the impact of mentorship on innovative capability of employees. As the use of mentorship as major way to socialize junior employees prevails, the need to identify the relationship among mentorship, employee socialization, and innovative capability has become urgent.
This study utilized data collected from employees of financial industry in Taiwan including insurance companies and banks to test a model of relationship among mentorship, socialization, and employee innovative capability. 211 valid questionnaires were collected and analyzed and four hypotheses were tested with AMOS20.0 and SPSS20.0, and the major findings are following:
1. There is a positive impact among the three variable: Mentoring Functions, Organizational Socialization, and Employee's Innovative Behavior‚
2. Organizational Socialization has a mediating effect between Mentoring Functions and Employee's Innovative Behavior.
Keywords：Mentoring Functions、Organizational Socialization、Employee's Innovative Behavior
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