本研究從徒弟的觀點探討其「職位」與「師徒制需求」的關係。職位分成四個層級：高階主管、中階主管、基層主管及非管理職員工。師徒制需求分成六個子構面，包括：專業發展、支持與認可、平等夥伴關係、友誼、工作上的教導與角色模範。干擾變數為教育程度以及行業別。採用便利抽樣法，以在台灣各種行業的員工為對象，共獲得700份可用樣本。統計分析的結果顯示，「職位」與「師徒制需求」呈顯著差異。在所有職位中，高階主管的師徒制需求最高。教育程度和行業別都不干擾職位與師徒制需求的關係。最後討論本研究之理論與實務意涵，並對於未來的研究方向提出建議。
From the mentee’s point of view, this research examines the relationship between mentee’s position and mentoring needs. Top manager, middle manager, first-line manager, and non-managerial employee are the four levels of positions. Professional development, sponsorship and recognition, equal partnership, friendship, coaching on work issues and role-modeling are the six sub-facets of mentoring needs. Education and industry classification are used as moderator variables. Survey data were collected from 700 valid samples by convenience sampling method from employees of various industries in Taiwan. Results indicated that employees in different positions have distinct mentoring needs. Top managers have the highest mentoring needs among four levels of positions. Both education and industry classification don’t have moderation effects to the relationship between mentee’s position and mentoring needs. Finally, the theoretical and practical implications are discussed, and several directions are recommended for future research.
