多水平导师指导行为对员工结果的影响机制  

Mechanisms Linking Multiple-level Mentoring and Protégés Outcomes

作　　者：陈诚[1] 文鹏[2] 舒晓兵[1] 

机构地区：[1]华中师范大学公共管理学院 [2]华中师范大学经济与工商管理学院,武汉430079

出　　处：《心理科学进展》2015年第4期554-561,共8页Advances in Psychological Science

基　　金：国家自然科学基金项目(71402062;71102147);教育部人文社会科学基金项目(13YJA630026)资助

摘　　要：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。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.

关 键 词：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 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]