師徒功能與徒弟知識分享

Mentor Functions and Protégé Knowledge Sharing

知識分享協助組織適應快速變動的環境，且師徒關係促進知識分享，因此探討師徒制度和知識分享顯得格外重要。本研究以社會學習理論為基礎，探討師父知識分享行為是否透過提供徒弟師徒功能，進而影響徒弟的知識分享行為，並探討徒弟自我效能是否調節師徒功能與徒弟知識分享之關係。以國內中小型企業導入企業資源規劃（ERP）系統之員工為對象，根據265位曾參與ERP系統導入的關鍵使用者資料顯示，師父（顧問或資深員工）的知識分享行為與徒弟（ERP系統關鍵使用者）的知識分享行為有正向關係，且師徒功能中的職涯功能會中介前述正向關係。且當徒弟自我效能較低時，職涯功能與心理社會功能對徒弟知識分享的正向關係會較強。根據本研究結果提出理論與實務上的意涵。

Knowledge sharing in an organization is fundamental to the survival in dynamic environments. Because mentorship involves frequent interaction of the mentoring pair, mentorship is expected to facilitate knowledge sharing within an organization. Examining how mentorship facilitates knowledge sharing is important. Using the social learning theory as the foundation, we examined the roles of mentors' knowledge sharing and mentor functions in protégés' knowledge sharing. Furthermore, we investigated the moderating role of protégés' self-efficacy in the relationship between mentoring functions and protégés' knowledge sharing. We collected data in the context of enterprise resource planning (ERP) implementation in medium and small enterprises. Regression analysis results based on 265 respondents who had used the ERP system showed that knowledge sharing by mentors (counselors or senior employees) positively related to protégés' (key ERP users) knowledge sharing and that career mentoring functions mediated the above positive relationship. Furthermore, protégés self-efficacy moderated the positive relationship between mentoring functions and protégé knowledge sharing, such that the above positive relationship was stronger for protégés with low self-efficacy. Theoretical and practical implications of our findings were discussed