心理科学进展
心理科學進展
심이과학진전
Advances In Psychological Science
2015年
4期
554~561
,共null页
个体水平指导行为 群体水平指导行为 指导行为差异化 非职业结果 群体认同
箇體水平指導行為 群體水平指導行為 指導行為差異化 非職業結果 群體認同
개체수평지도행위 군체수평지도행위 지도행위차이화 비직업결과 군체인동
Individual-level mentoring; group-level mentoring; mentoring differentiation; non-career outcomes; group identification
作为一种促进员工社会化和职业发展的工具,导师制已在各类企业中得到了广泛应用。然而,近些年员工工作需求以及组织工作方式的变化分别对导师指导行为的作用结果和指导内容产生了冲击。一方面,传统导师指导行为作用的研究大多限于员工职业结果;另一方面,传统导师制的研究仍停留在一对一的指导,忽略了针对徒弟群体的指导。为此,将在现实观察和理论回顾的基础上,首先提出多水平导师指导行为的概念,包括为徒弟群提供“一致性”指导的“群体水平指导行为”与为单个徒弟提供“差异化”指导的“个体水平指导行为”;然后,检验自我效能与群体认同在多水平导师指导行为对徒弟个体和徒弟群体的工作绩效与非职业结果影响的中介机制,以及不同水平导师指导行为对徒弟(群)结果的跨层交互效应。以期填补过去导师制在作用结果(仅仅关注职业结果)和指导内容(忽略群体水平)研究上的不足,并为企业有效实施导师制提供启示与帮助。
作為一種促進員工社會化和職業髮展的工具,導師製已在各類企業中得到瞭廣汎應用。然而,近些年員工工作需求以及組織工作方式的變化分彆對導師指導行為的作用結果和指導內容產生瞭遲擊。一方麵,傳統導師指導行為作用的研究大多限于員工職業結果;另一方麵,傳統導師製的研究仍停留在一對一的指導,忽略瞭針對徒弟群體的指導。為此,將在現實觀察和理論迴顧的基礎上,首先提齣多水平導師指導行為的概唸,包括為徒弟群提供“一緻性”指導的“群體水平指導行為”與為單箇徒弟提供“差異化”指導的“箇體水平指導行為”;然後,檢驗自我效能與群體認同在多水平導師指導行為對徒弟箇體和徒弟群體的工作績效與非職業結果影響的中介機製,以及不同水平導師指導行為對徒弟(群)結果的跨層交互效應。以期填補過去導師製在作用結果(僅僅關註職業結果)和指導內容(忽略群體水平)研究上的不足,併為企業有效實施導師製提供啟示與幫助。
작위일충촉진원공사회화화직업발전적공구,도사제이재각류기업중득도료엄범응용。연이,근사년원공공작수구이급조직공작방식적변화분별대도사지도행위적작용결과화지도내용산생료충격。일방면,전통도사지도행위작용적연구대다한우원공직업결과;령일방면,전통도사제적연구잉정류재일대일적지도,홀략료침대도제군체적지도。위차,장재현실관찰화이론회고적기출상,수선제출다수평도사지도행위적개념,포괄위도제군제공“일치성”지도적“군체수평지도행위”여위단개도제제공“차이화”지도적“개체수평지도행위”;연후,검험자아효능여군체인동재다수평도사지도행위대도제개체화도제군체적공작적효여비직업결과영향적중개궤제,이급불동수평도사지도행위대도제(군)결과적과층교호효응。이기전보과거도사제재작용결과(부부관주직업결과)화지도내용(홀략군체수평)연구상적불족,병위기업유효실시도사제제공계시여방조。
As an effective approach for employees' socialization and career development, mentoring has been widely used in various organizations. However, both outcomes and behaviors of mentoring are influenced by the changes from employee work needs and work style in organizations respectively. On the one hand, the previous mentoring research pay much attention to career outcomes of employees; On the other hand, the majority of mentoring research has only considered the dyadic mentor-prot6g6 relationship and overlooks group-level mentoring. According to previous research, we firstly proposes a new concept named multiple-level mentoring behaviors, including providing group-level mentoring for all prot6g6s and individual-level mentoring for one prot~g6. Moreover, this research examines the mediating role of self-efficacy and group identification in the relationships between multiple-level mentoring and prot6g6s outcomes. And finally develops a cross-level modeling by examining the interaction of different level of mentoring on prot6g6s outcomes. The present research will not only fill in the gaps in the mentoring outcomes (limited to career outcomes) and mentoring behaviors (neglecting group-level mentoring), but also give valuable implications for mentoring practice.