從工作要求－－資源觀點探討影響個人擔任師父之意願

To Mentor or Not to Mentor: A Job Demands-Resources Perspective

了解員工願意擔任師父角色的前因，對促進正向的師徒制關係非常關鍵。本研究以工作要求-資源模型（JDR）為理論基礎，探究知覺主管支持（工作資源）和工作負荷（工作要求）通過工作敬業和情緒耗竭對員工擔任 師父意願的影響。本研究採用兩階段的方式發放問卷，共回收有效樣本 423 份，樣本皆為台灣全職員工。結構方 程模型分析的結果顯示，工作敬業在知覺主管支持和員工擔任師父意願間具有中介效果，代表知覺主管支持越 高，員工工作敬業度越高，越有助於提升員工擔任師父的意願。工作負荷雖然被證實與情緒耗竭顯著正相關，但 工作耗竭在工作負荷和員工擔任師父意願間的中介作用沒有得到支持。最後本研究針對研究結果進行了的理論和 實務意涵的探討。

Understanding the antecedents of willingness to mentor is critical to facilitating positive mentoring relationships. Using the Job Demands-Resources (JD-R) Model as the theoretical foundation, we investigated the influence of perceived supervisor support (job resource) and workload (job demand) on employees' willingness to mentor through work engagement and emotional exhaustion. Data were collected in two waves from 423 full-time employees in Taiwan. Based on the results of structural equation modeling, we found that perceived supervisor support was positively related to employees' willingness to mentor through its positive influence on work engagement. While workload was positively related to emotional exhaustion, the mediating relationship between workload and willingness to mentor was not supported. The theoretical and practical implications of our research findings are discussed.